positive feedback on a presentation

Effective Presentation Feedback: Examples, Importance, and Tips

• By Judhajit Sen
• August 7, 2024

Learning how to give a good presentation isn’t a talent; it’s a skill that requires time and presentation practice. The same goes for giving feedback. If you’re a manager or leader, your feedback can significantly improve a speaker’s performance and boost their confidence.

Continuous improvement starts with consistent feedback. Providing feedback, positive or otherwise, is crucial for ongoing growth. Everyone is on a journey of personal and professional development, and asking presentation feedback questions is a key part of that process.

Many people find public speaking and presenting intimidating, but feedback can help them get better. It highlights areas for improvement and reinforces strengths. Without feedback, growth is slow, and bad habits can become ingrained.

Feedback targets key aspects of performance, helping individuals focus on specific skills in an organized manner. It drives personal and professional growth by providing clear guidance and structure. Continuous feedback ensures that improvement is ongoing, making the learning process more effective.

Key Takeaways

• Feedback Drives Improvement: Providing consistent feedback helps speakers refine their skills, boost confidence, and address both strengths and weaknesses.
• Engage Your Audience: Collect feedback through presentation feedback sheets and forms or direct interaction to gauge engagement and improve future presentations.
• Balance Positive and Negative Feedback: Use specific PowerPoint presentation feedback examples to highlight what went well and offer practical advice for areas needing improvement.
• Receive Feedback Openly: Listen carefully, avoid taking feedback personally, and reflect on it to make meaningful changes in your presentation skills.

Importance of Presentation Feedback

Evaluation for a presentation is essential for several reasons. Firstly, it serves as a gauge for audience engagement . While we might think our presentations are perfect, there’s always room for improvement. Feedback, whether positive or negative, helps us grow. If you complete a presentation and receive no feedback, it might not be a sign of perfection but rather an indication that the audience was disengaged. Without their attention, they can’t provide feedback.

To avoid this, make it easier for your audience to engage and provide feedback on a presentation example. Consider using feedback forms to collect responses. These tools allow your audience to share their thoughts conveniently. Additionally, direct interaction can be beneficial. If there’s an opportunity to chat with attendees after the presentation, don’t hesitate to ask for their feedback. Most people are willing to help.

Secondly, feedback directly contributes to improving your public speaking skills. When people provide feedback, they often comment on your delivery or slides. You might hear things like, “You command attention well,” or “Your slides could be more visually appealing.” Candid criticism, such as, “Your facial expressions were distracting,” is also valuable. 

It’s crucial to actively seek, receive, and act on this feedback. By addressing the comments and suggestions, you can enhance both your presentation skills and the quality of your slides. Continuous improvement through feedback leads to better presentations and a more engaged audience.

Presentation Feedback Examples

Positive Feedback

Positive feedback in presentations highlights the strengths of the speaker and their effective delivery. It should:

Acknowledge Strengths: Point out what the speaker did well.

Provide Specific Examples: Mention moments that exceeded expectations.

Having good things to say about a presentation is about recognizing the speaker’s efforts beyond basic expectations. Instead of generic praise like “Good job!” specify how:

– The presentation flowed logically, enhancing audience understanding.

– Detailed research strengthened the presentation’s credibility.

– Inclusion of relevant slides demonstrated audience awareness.

– Engaging icebreakers established authority and captured attention.

– Complex topics were simplified for better audience comprehension.

– Real-life examples made the topic relatable and significant.

– Visual aids effectively supported key points, maintaining audience focus.

– Interactive elements encouraged audience engagement and clarity.

– Professional yet passionate delivery sustained audience interest.

– Conclusion effectively summarized key points while encouraging further exploration.

– Attention to detail in slides and delivery enhanced overall impact.

– Confident body language underscored authority and engagement.

– Additional resources provided enriched learning opportunities for all audience members.

Recognizing these specific strengths helps speakers refine their skills and deliver even stronger presentations in the future.

Constructive Feedback

Constructive feedback focuses on areas that need help while offering guidance on how to address those issues in future presentations. The goal is to build up the speaker, not tear them down, by highlighting specific weaknesses and providing practical advice.

When giving candid feedback, it’s important to focus on the presentation, not the presenter. If you notice a recurring problem, provide a few examples instead of pointing out every instance. Asking the speaker about their thought process before critiquing their slides or speech can help identify knowledge gaps.

Here are some examples of constructive feedback for a presentation:

Engage the Audience: Start with a thought-provoking question or an interesting statistic to grab the audience’s attention right away.

Eye Contact: Making eye contact helps connect with the audience and boosts your confidence.

Clarity and Pace: Speak with clarity and at a slower pace. Recording yourself and listening back can help you improve.

Interactive Elements: Include time for audience questions to make the presentation more engaging.

Audience Knowledge: Tailor your content to the audience’s knowledge level. Remove unnecessary parts and focus on what’s relevant.

Presentation Structure: Organize your presentation from general to specific to make it easier to follow.

Real-World Examples: Use real-world examples to make your points more relatable and understandable.

Visuals: Balance text and visuals on your slides to maintain audience interest.

Humor and Media: Use humor and GIFs sparingly to enhance transitions, not distract from the content.

Confidence and Preparation: Practice regularly and consider a script or outline to keep on track and improve pacing.

Additionally, understand your audience’s body language and social cues to adjust your presentation style and tone. Preparing for tough questions and remaining calm during debates can help maintain a positive discussion. Practicing consistently will build your confidence and improve your overall presentation skills.

Candid feedback on how to perform a presentation is about continuous improvement, helping speakers refine their skills and deliver more impactful presentations in the future.

Things to Look for When Providing Presentation Feedback

Giving feedback on a presentation can seem daunting, but breaking it down into specific areas can make the process easier and more effective. Here are key aspects to consider:

Understanding: Did the speakers know who their audience was?

Context: Was the amount of context provided suitable for the audience’s knowledge level?

Engagement: Did the speaker allow time for audience questions?

Tone: Was the presentation’s tone appropriate for the audience?

Body Language and Presence

Approachability: Did the speaker appear approachable and confident?

Clarity: Was the speaker speaking clearly and at a good pace?

Eye Contact: Did the presenter make eye contact with the audience?

Nonverbal Cues: Were the presenter’s nonverbal cues appropriate and not distracting?

Clarity: Was the information clear, specific, and easy to understand?

Relevance: Was the material relevant to the topic and audience?

Examples: Did the presenter include real-world examples to illustrate points?

Relevance: Were the visuals relevant to the content?

Clarity: Were the visuals easy to see and understand?

Balance: Was there a good balance between text and visuals?

Professionalism: Did the slides look professional and well-designed?

Communication

Key Messages: Were the key messages clear and concise?

Objectives: Did the presenter clearly communicate the objectives of the presentation?

Takeaways: Did the presenter provide clear takeaways for the audience?

Voice: How well did the presenter’s voice carry in the presentation space?

Engagement: Was the presentation engaging and interactive?

Capturing Attention: How well did the presenter capture and maintain audience attention?

Accessibility: Was the presentation accessible to all audience members?

Using a checklist based on these categories can help you provide structured and transparent feedback on the quality of a presentation, highlighting both strengths and areas for improvement.

Tips to Give Effective Presentation Feedback

Giving effective feedback on presentations is a skill that takes practice to master. Here are some tips to help you provide constructive and positive feedback to presenters:

Prepare What You’d Like to Say  

Before giving feedback, think carefully about what you want to communicate. Prepare your thoughts to avoid knee-jerk reactions that can be unhelpful. Practice your feedback with a coach if possible to ensure clarity and effectiveness.

Use the Feedback Sandwich

Start with something positive, then offer candid feedback, and end with another positive comment. This method helps balance your feedback and shows the presenter what they did well.

Be Specific and Concrete  

Use specific examples from the presentation when giving feedback. Avoid vague comments like “ improve your communication skills .” Instead, say, “I suggest adding a slide with key agenda items to help the audience follow along.”

Focus on Behavior, Not Personality  

Address actions and behaviors rather than personal traits. For example, instead of saying, “You seemed nervous,” say, “I noticed that you were fidgeting, which can be distracting.”

Use “I” Statements  

Frame your feedback with “I” statements to make it clear that you’re sharing your perspective. For instance, say, “I felt the presentation could benefit from more examples.”

Give feedback as soon as possible after the presentation. This ensures that the details are fresh in your mind and provides more accurate and helpful feedback.

Offer Solutions or Suggestions

When pointing out areas for improvement, offer actionable advice. For example, “I recommend practicing with a friend to improve your pacing.”

Create Dialogue

Encourage a two-way conversation by asking the presenter for their thoughts on their performance. This helps them reflect on their strengths and areas for improvement.

Lead with Empathy

Be clear and direct, but also kind. Feedback should come from a place of care and support, making the recipient feel valued.

Check in with the presenter after some time to see how they are progressing. Offer continued support and share any positive changes you’ve noticed.

Choose the Right Setting

Provide feedback in a private and comfortable setting where the presenter feels safe to receive and discuss it.

End on a Positive Note  

Finish with a sincere compliment to reinforce positive behaviors and encourage growth. For example, “I was really impressed with your opening—it grabbed everyone’s attention.”

By following these tips, you can give feedback that is constructive, supportive, and effective, helping presenters improve their skills and confidence.

Tips to Constructively Receive Presentation Feedback

Once you’ve learned how to give good feedback, it’s time to focus on receiving it. Here’s how to make the most of feedback after your presentation:

Pay Close Attention

When you ask for feedback, stop talking and listen. Avoid justifying your actions or steering the conversation. Simply listen to what the person has to say.

Don’t Take it Personally

Pay attention to how you respond to feedback, including your body language and facial expressions. Don’t take feedback personally, as this might make the person giving it feel like they’re hurting your feelings. This can lead to less honest feedback, which isn’t helpful. Create an environment that allows honest and constructive dialogue.

Be Open-minded

To grow, be open to all feedback you receive. Closing yourself off from feedback hinders your progress and development. Embrace feedback as a chance to improve.

Understand the Message

Before making any changes based on feedback, ensure you fully understand the message. Avoid changing something that’s working well. Confirm that you’re addressing the right issues before taking action.

Reflect & Process

After receiving feedback, take time to reflect and process it. Compare the feedback with your own self-evaluation. Look for differences between your perspective and the feedback you received. Remember, no presentation is perfect, and it’s challenging to meet everyone’s expectations.

Always follow up after receiving feedback. This shows you value the input and are committed to improvement. It also demonstrates that you’ve taken action based on their advice.

Wrap-up: Presentation Feedback

Presentation feedback is crucial for improvement and confidence building. It involves both positive and constructive elements that help speakers refine their skills. Positive feedback highlights what went well, offering specific praise to reinforce strengths and encourage continued success. Constructive feedback, on the other hand, focuses on areas for growth, providing actionable advice to address weaknesses. This balanced approach ensures ongoing development and enhances presentation quality.

Effective feedback should be specific, timely, and empathetic, aiming to support rather than criticize. By actively seeking and integrating feedback, presenters can enhance their delivery, engage their audience better, and continuously improve their skills. Embracing feedback as a tool for growth helps transform challenges into opportunities for learning and achievement.

Frequently Asked Questions (FAQs)

1. Why is feedback important for presentations?  

Feedback helps improve presentation skills by highlighting strengths and areas needing improvement. It boosts confidence and ensures ongoing growth, making presentations more effective and engaging.

2. How can you provide effective feedback to a speaker?  

Focus on specific behaviors and provide actionable advice. Use examples from the presentation, offer solutions, and maintain a supportive tone to help the speaker improve without discouraging them.

3. What is the best way to receive feedback?  

Listen carefully without getting defensive. Be open-minded, understand the feedback fully, and reflect on it before making changes. Following up shows you value the input and are committed to improvement.

4. How can I make feedback easier for my audience to give?  

Use feedback forms or engage directly with your audience after the presentation. This makes it convenient for them to share their thoughts and ensures you get valuable insights for improvement.

Elevate Your Presentation Skills with Expert Feedback

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Don’t let feedback intimidate you—let it be a tool for excellence. Partner with Prezentium to receive the insights and support you need to shine. Contact us today to see how we can help you deliver outstanding presentations and continuously improve your skills.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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How to Give Feedback on Presentation (Step by Step Guide)

Presentations can be a powerful tool to inform, persuade, or inspire. But let's be honest, they can also be nerve-wracking experiences. You pour your heart and soul into crafting the content, but the real test lies in how it resonates with your audience.

Did your message land? Were you able to communicate key points effectively? The answer often hinges on one crucial element: presentation feedback.

Here's the thing: Feedback isn't just about pointing out flaws. It's a double-edged sword that can elevate your presentation skills and drive you towards becoming a confident and impactful presenter. 

Constructive feedback provides valuable insights that can help you refine your delivery, strengthen your content, and connect with your audience on a deeper level. Presentation feedback acts as a mirror, reflecting our strengths and weaknesses and empowering us to continuously hone our craft.

But how do you ensure you're giving and receiving feedback that's truly helpful? This blog will equip you with the tools to navigate the feedback process effectively. 

Characteristics of Effective Feedback

Not all feedback is created equal. Effective feedback is a carefully crafted message that provides clear direction for improvement while fostering a positive learning environment.

Here are the key characteristics that define effective feedback on presentations:

(1) Specific

Ditch vague comments like "good job" or "it needs work" . Instead, pinpoint specific aspects of the presentation that were strong and areas where improvement is possible.

For example, "Instead of saying 'your slides were a bit crowded,' you could offer: 'The information on slide 5 seems overwhelming. Consider breaking it down into two slides or using bullet points to improve readability.'"

Another example of effective feedback might be: "The data you presented on target audience demographics was clear and well-organized (positive note).

However, consider briefly explaining how this data will be used to tailor the campaign message for different audience segments (actionable suggestion)."

(2) Actionable

Good feedback goes beyond simply identifying issues. It provides concrete suggestions for improvement.

Instead of saying, "Your body language seemed stiff," offer actionable advice like "Focusing on maintaining eye contact with different audience members can help project confidence and connect with the audience on a more personal level."

(3) Respectful

Remember, the goal is to provide constructive criticism, not tear someone down. Maintain a respectful and encouraging tone.

Phrase your feedback in a way that focuses on the presentation itself, not the presenter's personality.

(4) Future-Oriented

Effective feedback should be focused on something other than past mistakes. Frame your suggestions in a way that guides the presenter towards future presentations.

(5) Balanced

While constructive criticism is important, don't neglect to acknowledge the presenter's strengths.

A positive note at the beginning or end of your feedback can create a more receptive environment and reinforce positive behaviors.

Giving Feedback Like a Pro: A Step-By-Step Guide

So, you're ready to provide effective feedback on a presentation, but where do you begin? 

This step-by-step guide will equip you with the tools to deliver clear, actionable feedback that is ultimately well-received.

Step 1: Preparation

Before diving headfirst into feedback, take a moment to familiarize yourself with the context of the presentation. Review the presentation material beforehand, focusing on the topic, objectives, and key messages the presenter aimed to convey.

Understanding the presenter's goals allows you to tailor your feedback for maximum impact.

Step 2: Active Observation

Shift your mindset from passive observer to active listener. Pay close attention to the presenter's delivery, both verbal and nonverbal.

This includes:

• Content:  Is the information clear, concise, and well-organized? Does it effectively support the  key points ?
• Delivery:  Is the pace appropriate? Does the presenter use vocal variety to keep the audience engaged?
• Visual Aids:  Are the slides visually appealing and easy to understand? Do they complement the spoken content or create distractions?
• Body Language:  Does the presenter maintain good posture and eye contact with the audience? Does their body language convey confidence and enthusiasm?

Step 3: The Feedback Framework

Now for the heart of the matter: delivering your feedback!

Here's a framework to ensure your message is clear and constructive:

(1) Set the Stage

Briefly acknowledge the topic and  objectives  of the presentation. This helps the presenter understand the context within which you're providing feedback.

(2) Specificity is Crucial

Avoid vague comments. Instead, highlight specific aspects of the presentation that were effective and areas for improvement.

For example, "The opening story did a great job of grabbing the audience's attention (positive note). However, some of the technical terminology on the following slides might have been confusing for a non-specialist audience (actionable suggestion)."

(3) The Positive Sandwich

Frame your feedback with a positive note. Compliment the presenter on something they did well before offering constructive criticism. This creates a more receptive environment for feedback.

(4) Open-Ended Questions

Don't just tell; prompt discussion. Use open-ended questions to encourage the presenter to reflect on their delivery and explore potential improvements.

For example, "How did you feel the audience responded to that particular statistic?"

(5) Focus on the Future

Instead of dwelling on what went wrong, frame your feedback in a way that guides the presenter towards future presentations.

For example, "Consider adding a real-world example to illustrate that point for your next audience."

(6) Delivery Matters

Remember, even the most valuable feedback can fall flat if delivered poorly. Maintain a respectful and encouraging tone, and avoid accusatory language.

Focus on providing helpful suggestions for improvement.

(7) Consider the Audience

Tailoring your feedback to the audience can also be beneficial. If you're providing feedback to a colleague for a client presentation, your focus might be on the clarity and persuasiveness of the message.

For internal presentations, you might emphasize the organization and flow of the content.

Receiving Feedback Gracefully: A Practical Guide

So you've just delivered a presentation, and now comes the feedback.

While constructive criticism can feel daunting, it's actually a gift – a valuable opportunity to identify areas for improvement and elevate your presentation skills. But how do you ensure you receive feedback with grace and a growth mindset?

Here are some practical tips to help you navigate the process effectively:

(1) Maintain a Positive Attitude

It's natural to feel defensive when receiving feedback, especially if it's critical. However, resist the urge to get discouraged.

Remember, the goal is to learn and grow. Approach the feedback session with an open mind and a willingness to listen. Thank the person for their time and effort, and express your genuine interest in their insights.

(2) Active Listening is Key

Don't just hear the feedback; actively listen. Pay close attention to the specific points being raised. Ask clarifying questions if needed to ensure you fully understand the feedback.

Taking notes can also be helpful to remember key points for later reflection. If taking notes manually feels distracting and difficult, consider utilizing AI note-taking assistants like  Wudpecker .

Wudpecker's AI features automatically transcribe meetings and generate summaries, capturing key points and decisions. This will free you from the burden of note-taking, allowing you to fully engage in the discussion. 

(3) Separate Feedback from Emotion

It's easy to take feedback personally. However, try to separate the feedback from your own emotions.

Focus on the content of the message, not the delivery. Remember, the feedback is about the presentation, not you as a person.

(4) Identify Actionable Items

As you listen to the feedback, identify specific, actionable items you can work on to improve your future presentations.

This might involve refining your content structure, incorporating new visual aids, or practicing your delivery techniques.

(5) Don't Try to Defend Yourself

The urge to defend your choices is understandable but resist it. Instead, acknowledge the feedback and take time to process it later.

You can always ask follow-up questions for clarification, but avoid getting into a defensive debate.

(6) Express Gratitude

Thank the person for their feedback, regardless of whether it's positive or critical. Their willingness to share their insights is a valuable asset to your growth as a presenter.

(7) Reflect and Refine

Once you've received the feedback, take some time to reflect on it. Consider which points resonate most and identify areas where you can make improvements.

Develop a plan to incorporate the actionable items into your presentation skills development strategy.

Enhancing Presentation Skills Through Feedback

We've established that presentation feedback is a powerful tool for improvement. But how exactly can you leverage this feedback to enhance your presentation skills and become a more confident and impactful communicator? 

Here are some ways to turn feedback into action:

Self-Evaluation and Targeted Feedback

Seeking feedback doesn't have to be a one-time event. Develop a habit of self-evaluation after each presentation. Consider areas where you felt strong and areas where you could improve.

Based on your self-assessment, identify specific aspects you'd like to get targeted feedback on from colleagues or mentors. This targeted approach allows you to delve deeper into specific skills and receive focused insights.

Embrace Diverse Feedback Sources

Don't limit yourself to feedback from just one or two people. Seek feedback from a diverse audience whenever possible.

This could include colleagues, managers, clients, or even friends and family who witnessed your presentation.

Each person will have a unique perspective, offering valuable insights into how your message resonated with different audience members.

Leverage Technology

Technology can be a powerful tool for gathering feedback. Consider using online feedback forms or survey tools to collect anonymous feedback from a wider audience.

You can also record your presentations and watch them back to identify areas for improvement in areas like pacing, body language, and vocal variety.

Practice Makes Progress

Once you've identified areas for improvement based on feedback, it's time to put that knowledge into action!

Practice your delivery with a focus on the specific skills you're working on.

Role-play with a colleague, record yourself practicing, or join a public speaking group to gain experience and refine your presentation style.

Consistency Is Key

Remember, presentation skills don't develop overnight. The key to becoming a confident and impactful presenter lies in consistent effort and dedication.

Integrate feedback into your ongoing development plan, actively seek opportunities to present, and continuously strive to refine your craft.

Presentations can be powerful tools for informing, persuading, and inspiring, but mastering the art of delivery takes dedication and continuous improvement.

This blog has equipped you with the knowledge to harness the power of presentation feedback. You've learned how to provide clear, actionable feedback that empowers presenters, and you've explored strategies for receiving feedback with grace and a growth mindset.

Remember, the journey to becoming a captivating presenter is an ongoing process. Embrace the power of feedback, actively seek opportunities to practice, and never stop refining your skills.

By consistently seeking improvement, you'll transform those nervous presentation jitters into the confidence and clarity needed to deliver truly impactful presentations that resonate with any audience.

What Is an Example of Feedback on a Presentation?

Scenario:  You listened to a presentation on the benefits of switching to a new project management software. 

Here's how you could provide constructive feedback:

Positive Aspects:

• Clear Introduction:  "The introduction did a great job of grabbing the audience's attention by highlighting the common pain points associated with traditional project management methods. It effectively set the stage for the presentation."

Areas for Improvement:

• Visual Aids:  "The slides felt a bit text-heavy at times. Consider incorporating more visuals like charts, graphs, or even screenshots to illustrate the features and benefits of the new software."
• Content Depth:  "While you covered the key features of the software, it might be beneficial to delve deeper into how it addresses specific challenges faced by different user groups within the company (e.g., project managers vs. team members)."

Actionable Suggestions:

• "For your next presentation, you could try including a short demo of the software in action to showcase its user-friendliness."
• "Consider adding a slide that compares the new software to existing options, highlighting its unique advantages."

How Do You Comment on a Good Presentation?

Here are some ways to comment on a good presentation:

Highlight Specific Strengths:

• Content:  "The information you presented was clear, concise, and well-organized. It was easy to follow and understand." (focuses on clarity and structure)
• Oral Presentation:  "You delivered the presentation with great enthusiasm and confidence. Your use of vocal variety kept the audience engaged." (highlights delivery skills)
• Visual Aids:  "The slides were visually appealing and effectively complemented your spoken points. They were easy to read and understand." (focuses on visuals)
• Structure:  "The flow of the presentation was logical and well-paced. You transitioned smoothly between topics and kept the audience engaged throughout." (highlights structure and audience engagement)

Focus on Impact:

• "Your presentation was very informative and insightful. I learned a lot about [topic]."
• "You did a great job capturing the audience's attention and keeping them engaged throughout the presentation."
• "Your presentation was well-organized and easy to follow. I felt like I had a clear understanding of the key points."
• "I particularly enjoyed [specific aspect of the presentation, e.g., the real-world example you used, the humor you incorporated]."

Positive and Encouraging Tone:

• "Overall, it was a very impressive presentation. Well done!"
• "I can tell you put a lot of effort into this presentation, and it showed. Great job!"
• "Thank you for sharing your insights with us. It was a very informative presentation."
• "I look forward to seeing more presentations from you in the future."
• Be genuine and specific in your compliments. Make sure you are giving constructive feedback.
• Tailor your comments to the presenter and the presentation content.
• Focus on both the delivery and the content itself.
• End with a positive feedback and encouraging note.

How Do You Give Peer Feedback to a Presentation?

Here are some things to keep in mind when giving peer feedback on presentation:

Before the Feedback:

• Preparation:  Review the presentation topic and objectives beforehand (if available) to understand the presenter's goals.
• Mindset: Approach the feedback with a positive and helpful attitude.

Delivering the Feedback:

• Start Positive:  Start by acknowledging the presenter's effort and highlighting your observed strength.
• Specificity is Key:  Focus on specific aspects of the presentation, both positive and areas for improvement. Avoid vague comments.
• Actionable Suggestions:  Don't just point out problems; offer suggestions for improvement. Use "I" statements to frame your feedback (e.g., "I found the opening story engaging. Perhaps adding a visual element could enhance it further").
• Respectful Tone:  Maintain a respectful and encouraging tone throughout the feedback session.
• Focus on the Future:  Frame your suggestions in a way that guides the presenter towards future presentations.
• Open-Ended Questions:  Consider asking open-ended questions to encourage discussion and reflection (e.g., "How did you feel the audience responded to that statistic?").

Here’s an Example of How You Might Structure Your Feedback:

"Thanks for the presentation, [presenter's name]. I really enjoyed the way you [positive aspect, e.g., explained the technical details clearly and concisely]. I noticed that [area for improvement, e.g., some of the slides seemed text-heavy]. Perhaps you could consider [actionable suggestion, e.g., using bullet points or visuals to break up the text]."

Additional Tips for Constructive Feedback:

• Tailor Your Feedback:  Consider the audience and purpose of the presentation when providing feedback.
• Be Mindful of Time:  Keep your feedback concise and focused on the most important points.
• Offer to Help:  If you have specific skills or resources that could benefit the presenter, offer your help.
• Welcome Questions:  Encourage the presenter to ask clarifying questions or seek further feedback.

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.css-1qrtm5m{display:block;margin-bottom:8px;text-transform:uppercase;font-size:14px;line-height:1.5714285714285714;-webkit-letter-spacing:-0.35px;-moz-letter-spacing:-0.35px;-ms-letter-spacing:-0.35px;letter-spacing:-0.35px;font-weight:300;color:#606F7B;}@media (min-width:600px){.css-1qrtm5m{font-size:16px;line-height:1.625;-webkit-letter-spacing:-0.5px;-moz-letter-spacing:-0.5px;-ms-letter-spacing:-0.5px;letter-spacing:-0.5px;}} Best Practices Become a better presenter -- with a little help from your friends

by TED Masterclass Team • May 12, 2020

Getting useful feedback can be a critical step in developing an effective presentation - it can also be harder to find than you might expect. Honest feedback calls on you to be vulnerable, and forces your feedback partner to sometimes deliver difficult constructive criticism. The good news is that this type of deep and authentic feedback can encourage personal growth and a willingness to take creative risks.

Get high-quality feedback that elevates your presentation skills by putting in a little extra preparation and focus.

First, decide who to ask for feedback

Feedback can feel personally risky if it’s coming from a close friend or colleague. Because these relationships are so important to us, honest feedback can end up feeling critical. In these situations, it can become tempting to give non-critical feedback, but that’s not helpful.

The person you work with to give you feedback should be someone:

• You want to learn from, who pushes you to think creatively
• With a different perspective - it can help to look beyond the people you spend a lot of time with personally or professionally
• Who shares your enthusiasm for acquiring new skills and is excited for you to become a better presenter

Then, prepare to receive feedback

Just as important as deciding who will be giving you feedback, is creating an environment and mindset where giving and receiving constructive feedback is easy.

• Create a distraction-free time and space for getting feedback. Ideally both of you should be present, focused, and open. If we’re feeling stressed or pressed for time, it’s hard to be a good feedback partner. That’s why it’s wise to tune in to how you’re feeling before you schedule a session.
• Remind the person that you’re looking for honest feedback to be the best presenter you can be.
• Before getting started, tell the person if there are any specific aspects of your idea or talk that you’d like them to focus feedback on.

Finally, ask the right questions

Giving feedback can be overwhelming for your partner if they don’t know what they should be focusing on. Decide on these areas ahead of time, and let your partner know. Then follow up with questions that will help them hone in on the most helpful feedback points for you.

Get overall feedback using these three questions:

• What works?
• What needs work?
• What’s a suggestion for one thing I might try?

Get specific feedback using these questions:

• Delivery: How is it landing for you overall? Are there places where your attention is wandering? What’s distracting?
• Content: Do you get this - will the audience? What questions do you have? Where are you engaged? Surprised? Moved? Is there a clear takeaway for the audience? Do you have any clarifying questions?

Good feedback is a gift that can really elevate your presentation skills. Make the most of your feedback opportunities with a little preparation.

© 2024 TED Conferences, LLC. All rights reserved. Please note that the TED Talks Usage policy does not apply to this content and is not subject to our creative commons license.

Blog > Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

10.26.20   •  #powerpoint #feedback #presentation.

Do you know whether you are a good presenter or not? If you do, chances are it's because people have told you so - they've given you feedback. Getting other's opinions about your performance is something that's important for most aspects in life, especially professionally. However, today we're focusing on a specific aspect, which is (as you may have guessed from the title): presentations.

The importance of feedback

Take a minute to think about the first presentation you've given: what was it like? Was it perfect? Probably not. Practise makes perfect, and nobody does everything right in the beginning. Even if you're a natural at speaking and presenting, there is usually something to improve and to work on. And this is where feedback comes in - because how are you going to know what it is that you should improve? You can and should of course assess yourself after each and every presentation you give, as that is an important part of learning and improvement. The problem is that you yourself are not aware of all the things that you do well (or wrong) during your presentation. But your audience is! And that's why you should get audience feedback.

Qualities of good Feedback

Before we get into the different ways of how you can get feedback from your audience, let's briefly discuss what makes good feedback. P.S.: These do not just apply for presentations, but for any kind of feedback.

• Good feedback is constructive, not destructive. The person receiving feedback should feel empowered and inspired to work on their skills, not discouraged. You can of course criticize on an objective level, but mean and insulting comments have to be kept to yourself.
• Good feedback involves saying bot what has to be improved (if there is anything) and what is already good (there is almost always something!)
• After receiving good feedback, the recipient is aware of the steps he can and should take in order to improve.

Ways of receiving / giving Feedback after a Presentation

1. print a feedback form.

Let's start with a classic: the feedback / evaluation sheet. It contains several questions, these can be either open (aka "What did you like about the presentation?") or answered on a scale (e.g. from "strongly disagree" to "strongly agree"). The second question format makes a lot of sense if you have a large audience, and it also makes it easy to get an overview of the results. That's why in our feedback forms (which you can download at the end of this post), you'll find mainly statements with scales. This has been a proven way for getting and giving valuable feedback efficiently for years. We do like the feedback form a lot, though you have to be aware that you'll need to invest some time to prepare, count up and analyse.

• ask specifically what you want to ask
• good overview of the results
• anonymous (people are likely to be more honest)
• easy to access: you can just download a feedback sheet online (ours, for example, which you'll find at the end of this blog post!)
• analysing the results can be time-consuming
• you have to print out the sheets, it takes preparation

2. Online: Get digital Feedback

In the year 2020, there's got to be a better way of giving feedback, right? There is, and you should definitely try it out! SlideLizard is a free PowerPoint extension that allows you to get your audience's feedback in the quickest and easiest way possible. You can of course customize the feedback question form to your specific needs and make sure you get exactly the kind of feedback you need. Click here to download SlideLizard right now, or scroll down to read some more about the tool.

• quick and easy to access
• easy and fast export, analysis and overview of feedback
• save feedback directly on your computer
• Participants need a working Internet connection (but that usually isn't a problem nowadays)

3. Verbal Feedback

"So, how did you like the presentation?", asks the lecturer. A few people in the audience nod friendly, one or two might even say something about how the slides were nice and the content interesting. Getting verbal feedback is hard, especially in big groups. If you really want to analyse and improve your presentation habits and skills, we recommend using one of the other methods. However, if you have no internet connection and forgot to bring your feedback sheets, asking for verbal feedback is still better than nothing.

• no prerequisites
• open format
• okay for small audiences
• not anonymous (people might not be honest)
• time consuming
• no detailed evaluation
• no way to save the feedback (except for your memory)
• not suitable for big audiences

Feedback to yourself - Self Assessment

I've mentioned before that it is incredibly important to not only let others tell you what went well and what didn't in your presentation. Your own impressions are of huge value, too. After each presentation you give, ask yourself the following questions (or better yet, write your answers down!):

• What went wrong (in my opinion)? What can I do in order to avoid this from happening next time?
• What went well? What was well received by the audience? What should I do more of?
• How was I feeling during this presentation? (Nervous? Confident? ...)

Tip: If you really want to actively work on your presentation skills, filming yourself while presenting and analysing the video after is a great way to go. You'll get a different view on the way you talk, move, and come across.

Digital Feedback with SlideLizard

Were you intrigued by the idea of easy Online-feedback? With SlideLizard your attendees can easily give you feedback directly with their Smartphone. After the presentation you can analyze the result in detail.

• type in your own feedback questions
• choose your rating scale: 1-5 points, 1-6 points, 1-5 stars or 1-6 stars;
• show your attendees an open text field and let them enter any text they want

Note: SlideLizard is amazing for giving and receiving feedback, but it's definitely not the only thing it's great for. Once you download the extension, you get access to the most amazing tools - most importantly, live polls and quizzes, live Q&A sessions, attendee note taking, content and slide sharing, and presentation analytics. And the best thing about all this? You can get it for free, and it is really easy to use, as it is directly integrated in PowerPoint! Click here to discover more about SlideLizard.

Free Download: Printable Feedback Sheets for Business or School Presentations

If you'd rather stick with the good old paper-and-pen method, that's okay, too. You can choose between one of our two feedback sheet templates: there is one tailored to business presentations and seminars, and one that is created specifically for teachers assessing their students. Both forms can be downloaded as a Word, Excel, or pdf file. A lot of thought has gone into both of the forms, so you can benefit as much as possible; however, if you feel like you need to change some questions in order to better suit your needs, feel free to do so!

Feedback form for business

Template as PDF, Word & Excel - perfect for seminars, trainings,...

Feedback form for teachers (school or university)

Template as PDF, Word & Excel - perfect for school or university,...

Where can I find a free feedback form for presentations?

There are many templates available online. We designed two exclusive, free-to-download feedback sheets, which you can get in our blog article

What's the best way to get feedback for presentations?

You can get feedback on your presentations by using feedback sheets, asking for feedback verbally, or, the easiest and fastest option: get digital feedback with an online tool

Related articles

About the author.

Pia Lehner-Mittermaier

Pia works in Marketing as a graphic designer and writer at SlideLizard. She uses her vivid imagination and creativity to produce good content.

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The big SlideLizard presentation glossary

Co-located audience.

Co-located Audience means that the speaker talks to the audience in person. It is used verbal and non-verbal methods to communicate a message. The speaker makes gestures with their hands, changes their face expression and shows images.

Keynote is a programme which, like PowerPoint, is used to create digital screen presentations. It is mainly used by Apple users.

External Communication

External communication is the exchange of information between two organisations. For example, it can be an exchange with customers, clients or traders. Feedback from a customer also counts as external communication.

PowerPoint Online

PowerPoint Online is the web version of PowerPoint. You can present and edit your PowerPoint presentation with it, without having PowerPoint installed on your computer. It's only necessary to have a Microsoft - or a Microsoft 365 account.

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How to give feedback on a presentation

Knowing how to give feedback on a presentation helps people become better presenters, sharpens their message, and gauges audience engagement ahead of time.

December 7, 2022

How many times have you been asked to give feedback on a presentation, and, while trying to organize your thoughts after hearing the presentation in real-time, found it hard to muster anything more than, "It's good"?

Or, you've taken the time to give thoughtful, nuanced advice on how a colleague can improve their presentation, only to find that you don't know exactly how to communicate it, or they don't know exactly how to implement it?

Any kind of creative feedback is difficult to conceptualize without the proper context, and that's doubly true for presentations, where you're often asked to listen to the presentation, absorb the information it's conveying, process your thoughts, and deliver a critique — all in real time. No one can give good feedback that way, but it's not the presenter's fault (or yours!). You just need a better feedback process.

Giving better presentation feedback requires examining two things:

• The feedback itself
• How it's being given (and received)

Ready to learn how to improve them both? Let's get started.

Why it's important to give feedback on a presentation

Giving feedback on a presentation comes with several key benefits.

It promotes growth and builds better presentation skills

No one is born an effective presenter. It takes time, skill, and practice to build public speaking and communication skills to where you can knock a presentation out of the park — every time.

As the old adage goes, practice makes perfect. Giving practice presentations for feedback from trusted peers and colleagues gives you an opportunity to get more presenting time under your belt — with lower stakes.

And by giving effective, actionable feedback (more on that below) to a colleague, you help ensure their next presentation is even better, which can benefit your company or organization.

It helps sharpen the message

When it comes to getting the message exactly right in a presentation, self evaluation can really only go so far. Sometimes it takes another point of view (or several of them, from all across your organization) to collaborate and craft exactly what key points you want attendees to take away from a presentation. Giving feedback allows you to help refine and sharpen the message — and to work with others who are also giving feedback — until it's perfect.

It gauges audience engagement

One of the hardest things about giving a presentation is holding audience attention from the first slide until the last.

This is especially true for an oral presentation that doesn't have any audiovisual components. In this case, it's crucial to know if there are any points where audience members might be more prone to losing focus — like if your presentation gets a little too in the weeds.

Giving feedback allows you to put yourself in the audience's shoes. Try to see and hear the presentation from their perspective, and if there's any point where you feel your mind start to wander, make a note of it — that's a point where audience engagement may be at risk during the real thing.

All feedback is not created equal

It's important to note that not all feedback is good feedback.

Not all feedback provides a benefit to the person giving the presentation. It isn't all actionable. It isn't all relevant. It isn't all useful.

When feedback is bad, it's usually for one of two reasons.

The feedback itself is of poor quality

Even when you have the best of intentions, you might still give bad feedback.

Some examples of poor quality feedback include:

• Feedback that's vague or unclear
• Feedback that's overly personal or meant as an attack
• Feedback that's dishonest, even if intended to spare the presenter's feelings

The feedback isn't communicated effectively

It's also possible to have useful feedback to give to a presenter, but to lack an effective system for communicating it. This can be especially challenging when there are multiple people trying to give feedback on one presentation at the same time. 

That's why bubbles is the best way to give feedback on a presentation. 

The presenter can record their speech, including a video of their screen to capture a Powerpoint presentation or any other visual aid they plan to use. Then, colleagues who are giving feedback can do so by leaving their comments at the exact, time-stamped moment where their feedback applies — and they can give their critique in text, audio, or video. Anyone can respond to a comment within a thread that captures (and preserves) all the context of the conversation so far. This makes it easier for a group to give feedback collaboratively, and makes it possible for the presenter to refer back to feedback at any time.

6 ways to give effective feedback on a presentation

Ready to give feedback that will turn a good presentation into a great one? The six tips below will help you give feedback that's effective and useful to the presenter, leaving them with clear takeaways they can use to level up their presentation. Let's get started.

Be specific

When giving feedback, try to be as specific as possible. Rather than saying something like, "I thought the presentation was effective," tell the presenter exactly what was effective. For example, a better piece of feedback is: "The key takeaway from the fifth slide was clear and really resonated with me." It tells the presenter exactly what you thought worked, rather than a vague, catch-all compliment.

If you're having trouble being more specific with your feedback (like if you aren't sure how to articulate your advice), sometimes an example can help! In your bubble comment, use a snippet of your own presentation (or even a Ted Talk or other professional speaking event) to more clearly illustrate what you're asking the presenter to do or change.

When you leave comments on the presenter's bubble, be sure to time-stamp them to the exact part of the presentation where the feedback applies. This can help ensure that the presenter gets the most value from your feedback, and can see what you mean in the proper context.

Be actionable

Even if your feedback is as specific as possible, it won't help the presenter if there's nothing they can do about it. That's why the next tip is to give feedback that's actionable — that is, don't just tell the presenter what they should change, but tell them what steps they can take to improve.

For example, don't just say someone needs to work on their body language while presenting. Tell them, as specifically as possible, how their body language could be improved; for example, if they should make more eye contact with audience members or gesture more with their hands while speaking.

You can even take this a step further and explain why you made this suggestion. For example, this feedback might be something like, "I would suggest making an effort to make eye contact with more members of the audience. This will engage more people and hold their attention, while helping your speech sound more natural."

Be constructive

In the same vein as giving actionable feedback is making sure you're giving constructive feedback — that is, that your feedback is about things the presenter can control and change.

Constructive criticism can be difficult to do well. It requires pointing out ways a presenter can improve — sometimes ways that can feel personal to them as they're on the receiving end of the feedback. But if the feedback is truly constructive, it's better to give it than to sugarcoat your critique to spare a presenter's feelings. And if hurting the presenter's feelings is the goal for the feedback, it's definitely not constructive.

Call out positives along with points of improvement

When giving feedback on a presentation, it can be easy to only focus on things you feel the presenter needs to improve. But it's just as important to give positive feedback that lets them know what they're doing well.

In fact, you might want to work even harder to find the positives than to point out places where the presenter can improve. In one study, conducted by academic Emily Heaphy and consultant Marcial Losada, team effectiveness was measured and compared with the ratio of positive and negative comments that team members made to one another. Heaphy and Losada found that in the most effective teams, the ratio was 5.6 — meaning those team members gave each other nearly six positive comments for every single negative one.

Medium performing teams averaged 1.9 positive comments for each negative one. And low performing teams were more negative than positive, with a 0.36 ratio (nearly three negative comments for every positive one).

The research shows that, as tempting as it may be to only point out ways a presenter can improve, it may help them even more to find as many positives as possible to go along with your constructive criticism.

This is another tip where you have a balance to strike. You should give feedback to the presenter quickly, but not so quickly that you don't have time to absorb their presentation and process your thoughts, first.

Giving feedback in real-time (for example, in a review meeting) can seem effective, since it gives the presenter a way of receiving feedback instantly. However, giving instant feedback isn't always ideal for the colleagues who are critiquing the presentation, who might give more helpful feedback if they have more time to gather their thoughts.

When you use bubbles to give feedback on a presentation, it allows everyone on the team to give feedback at their own pace. It also allows people to watch the presentation more than once, or go back through certain sections they'd like to revisit before giving feedback.

It also eliminates the need to schedule a meeting to deliver presentation feedback. Even if the presenter and people giving feedback are separated by time zones , they can watch the presentation and deliver feedback at times that are convenient for them — and the presenter can access (and action) that feedback whenever they're back online.

Do a few rounds of feedback

As everyone gives their feedback, they can collaborate in comment threads in the bubble. This allows everyone to see what's been said already, including all the context and nuance of the discussion, keeping everyone on the same page. The presenter can follow up with comments, and those giving feedback can watch the presentation more than once to give a few rounds of feedback.

This helps ensure that feedback is as comprehensive as possible, and that the presenter and everyone critiquing their presentation is able to focus on any key messages that come out of the feedback rounds — what changes are most impactful? What will really take this presentation to the next level?

Make feedback more comprehensive and collaborative

Giving feedback on a presentation will be most effective when your entire team can work together, seamlessly, to give comprehensive feedback to the presenter. With bubbles, you can have that conversation together, with all the context necessary to craft the perfect presentation.

Get started today with bubbles' free Chrome extension and start working together, in context.

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How to Give Feedback on a Presentation Professionally

Master the art of professional communication in business settings with expert guidance. Learn how to give feedback on a presentation professionally.

As professionals, we frequently find ourselves in situations where we need to provide feedback on presentations. Whether it's in a corporate setting, educational institution, or any other professional environment, the ability to offer constructive criticism is a valuable skill. This guide aims to provide comprehensive insights and practical strategies for effectively giving feedback on presentations, ensuring a positive and growth-oriented approach.

Understanding the importance of giving professional presentation feedback

Enhancing the Learning Experience for the Presenter

Providing feedback on a presentation plays a vital role in enhancing the learning experience for the presenter. It offers them an opportunity to gain valuable insights into their strengths and areas for improvement. By providing constructive feedback, presenters can refine their skills, leading to continuous growth and development. When feedback is given professionally, presenters feel encouraged and supported in their efforts to improve, fostering a positive learning environment.

Fostering a Culture of Improvement and Growth

Understanding the art of giving professional presentation feedback helps in fostering a culture of improvement and growth within a team or organization. When feedback is delivered effectively, it promotes a mindset of openness and continuous learning. This, in turn, creates an environment where individuals are motivated to strive for excellence, leading to overall progress and success.

Building Constructive Relationships Through Honest Feedback

Professional presentation feedback allows for the building of constructive relationships between the presenter and the audience. It demonstrates a commitment to the presenter's success and professional development, fostering trust and transparency. By offering feedback in a professional manner, relationships are strengthened, leading to enhanced collaboration and communication.

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Practical examples of dealing with proper presentation feedback

Example 1: handling a presentation feedback dilemma in a team setting.

Scenario : In a team meeting, a colleague presents a project but lacks clarity and coherence.

Common Mistakes :

Providing vague or unclear feedback that doesn't address the specific issues in the presentation.

Using a confrontational tone that may demoralize the presenter.

Best Expression : "I appreciate the effort you put into the presentation. It would be helpful to streamline the content for better clarity and precision. Let's work together to ensure the next presentation is impactful and well-structured."

Example 2: navigating delicate situations when providing presentation feedback

Scenario : A team member exhibits nervousness and lacks confidence during a presentation.

Overlooking the emotional aspect and focusing solely on technical errors.

Criticizing without acknowledging any positive aspects of the presentation.

Best Expression : "Your dedication and effort are evident. Let's focus on building confidence through practice and incorporating storytelling techniques. Your passion for the topic will undoubtedly resonate with the audience when presented more confidently."

Example 3: tackling sensitive feedback scenarios in presentation evaluation

Scenario : Providing feedback to a team leader on their presentation.

Feeling intimidated and hesitant to provide honest feedback.

Overemphasizing minor issues, which may dilute the impact of the feedback.

Best Expression : "Your insights were valuable. Let's further emphasize the key points to provide a more impactful message. With enhanced clarity, the presentation will effectively drive our team's objectives."

Consequences of inadequate presentation feedback

Impeding the Presenter's Growth and Development

Inadequate feedback can hinder the presenter's growth and development. Without constructive criticism, the presenter may continue to exhibit the same shortcomings, impeding their professional advancement.

Hindering Team Progress Within Professional Settings

Insufficient feedback can hinder team progress within professional settings. When presentations lack constructive input, it may lead to a stagnation of ideas and innovation within the team, impacting overall productivity.

Creating an Environment of Ineffectual Communication and Ambiguity

Failure to provide professional feedback on presentations can create an environment of ineffectual communication and ambiguity. It may lead to misunderstandings and a lack of clarity in conveying ideas and information, affecting the organization's effectiveness.

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Step-by-step instructions on providing professional presentation feedback

Understanding the context and objectives of the presentation.

To provide effective feedback, it's essential to gain a thorough understanding of the context and objectives of the presentation. Consider the audience, the purpose of the presentation, and the key messages that need to be conveyed.

Utilizing a structured approach to formulating and delivering feedback

Structure the feedback by addressing specific areas such as content, delivery, and overall impact. This provides a clear framework for the presenter to assess their performance and work on areas that need refinement.

Incorporating empathy and constructive criticism in the feedback process

Approach the feedback process with empathy, recognizing the effort and dedication of the presenter. Combine this with constructive criticism to guide them towards improvement while maintaining a positive and supportive tone.

Providing actionable recommendations for improvement

Offer actionable recommendations by suggesting specific strategies for improvement. This empowers the presenter to implement practical changes, thereby fostering continuous growth and development.

Articulating professional presentation feedback

When articulating professional presentation feedback, it's essential to focus on building rapport and trust while employing encouraging language that emphasizes growth and improvement. Emphasizing the importance of clarity and specificity in feedback further ensures the effectiveness of the communication process.

Professional feedback: do's and dont's

In conclusion, understanding how to give feedback on a presentation professionally is an invaluable skill that contributes to personal and professional growth. By recognizing its importance, incorporating best practices, and leveraging practical examples, individuals can navigate the feedback process with confidence and proficiency, ultimately fostering an environment of continuous improvement and excellence.

How can i offer criticism without demoralizing the presenter?

Offering criticism without demoralizing the presenter involves framing feedback constructively, focusing on the potential for improvement, and recognizing the efforts made by the presenter.

What if the presenter disagrees with the feedback provided?

In the event of disagreement, it's important to engage in open dialogue, understanding the presenter's perspective, and collectively working towards finding common ground for constructive feedback.

How do i deliver feedback to a superior or manager professionally?

When providing feedback to a superior or manager, it's essential to approach the conversation with respect, clarity, and a solutions-oriented mindset, ensuring that the feedback is aligned with the professional context and objectives.

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How To Give & Receive Constructive Presentation Feedback

Table of contents, why feedback is important.

We’ve heard it before, to never stop learning. To strive for continuous growth and personal improvement. As intuitive as it sounds, it can be harder than expected.

How do you know what to improve on or why to improve on certain key points? Our personal bias of performance and fear of failure blinds us from our weaknesses. You pinpoint what needs improvement based on feedback.

Feedback is important because it promotes personal and professional growth by targeting key aspects of one’s performance. With ongoing constructive feedback, an individual is able to hone in on individual skill sets in a very organized way.

Without feedback, the progression of growth is slowed. Bad habits are often overlooked and become permanent habits and giving up is more likely to occur as proper structure and guidance isn’t given.

At Presentation Geeks, we’ve completed multiple presentation designs for some of the world’s best speakers and companies . We’ve created downloadable visual presentations , sizzle reels , e-learning solutions and business forecasts reports. What we’re trying to say is we’ve seen it all. By seeing it all, we’ve also heard it all. Feedback is second nature to us and one of the foundational blocks in which our business is built upon. We know how important receiving and giving feedback is.

With that being said, we’ve outlined and gone into more detail on two reasons why feedback is important.

Gauges Audience Engagement

Feedback is important because it can be used as a gauge for audience engagement.

As perfect as we’d like to think we are, everyone has an opportunity to grow. Even a good presentation has at least a couple of things in which it can improve on. With opportunities to grow means feedback to be received. There will always be feedback to receive whether positive or negative.

If you have just completed a presentation and request feedback but receive none, you might think to yourself, “Excellent! There is absolutely nothing I need to improve on.” which unfortunately can mean quite the opposite.

Receiving no feedback could be an indication that you lost the audience’s attention. How can they provide feedback when they weren’t even listening to begin with?

Before jumping to the worst case scenario, there are a few things you can do to help weed out whether your presentation was not engaging .

First, try adding easier ways for the audience to engage with you and provide feedback. By having audience members sign-up online, you can get their email address and follow up with a feedback form such as SurveyMonkey .

Feedback forms are great because it allows the audience to easily provide feedback without needing to go out of their way to do it.

You might also take the approach of getting direct feedback. If there is an opportunity after the presentation to interact with the crowd and break off into small group chats, don’t be afraid to ask for feedback. Most people are more than happy to provide feedback and want to!

Improves Presentation Skills

Asking for feedback will also help improve your presentation skills .

When people are asked to give feedback on a presentation, most of the feedback you will receive will be on your delivery or the slides.

You’ll receive feedback such as, “You effectively command attention.” or, “Your slides could be more visually appealing.” or, “You overdid it on the facial expressions and they became a bit distracting.”.

The feedback you’ll receive will be both positive and negative. Don’t forget, it’s up to you to ask for the feedback, receive the feedback and take action on it. By taking action on the feedback as it relates to your presentation skills or your presentation slides, you’ll ultimately improve on your presentation skills.

Now that we know why feedback is important, let’s go over how to give and receive feedback.

How To Give Constructive Presentation Feedback

People are always looking for feedback yet not enough people give honest, good, constructive feedback. The feedback received is rarely helpful.

Giving constructive presentation feedback is an art you should master. By being able to not only receive constructive criticism, but give it as well, you’ll get a better appreciation for other people’s presentation skills and reflect upon yours. It will make navigating your own feedback journey easier.

Below you’ll find ways on how to give constructive feedback next time you’re asked.

Focus On Behaviour, Not The Person

When giving feedback, make sure it’s on the skills a person can control and change such as their behaviour rather than themselves as a person.

When you give feedback which targets a person’s character rather than their behaviour, they’ll become defensive and the feedback comes across as harsh criticism rather than constructive feedback.

Be Actionable

When giving feedback, follow up with an actionable item the person can do to work towards improving.

For example, if you felt their presentation didn’t flow well and you were lost as an audience member, don’t just leave it at that. Expand upon your comment by suggesting they add a slide outlining key agenda items. Take it a step further and explain why you suggested this.

You may say, ” I would suggest adding a slide which outlines key objectives because it will give the audience clear takeaways as to what to expect throughout the presentation. This is something I felt was missing.”

This is an actionable item someone can take away and implement and you’ve backed it up with a strong reason as to why they should do it.

Be Specific

Make sure the feedback you’re providing is specific.

Don’t just say someone needs to improve their communication skills. Be specific!

You could frame the feedback in a way that targets different forms of communication. You could pinpoint to their body language or their oral presentation. Both are forms of communication skills and without being specific, they wouldn’t know what to improve upon.

Be Realistic

Learning and growing is an ongoing progression. We can’t go from 0 – 100 overnight. We need to set realistic boundaries with the feedback we provide.

You want to be realistic when you communicate key points someone can improve on to ensure they don’t get discouraged and quit.

If requested to give feedback, be sure to do it in a timely manner.

Providing feedback in a timely manner will not only benefit the one asking, but you as well as you’re able to provide more accurate feedback.

As time goes on, you’ll begin to forget the small details that made up the entire presentation. By giving feedback in a timely manner, you’ll be able to provide more accurate and effective feedback.

Offer Continuing Support

Continuing support will take your ability to provide feedback to the next level and is immensely helpful.

Offer continuing support will allow you to establish a long-lasting rapport with people. These same people will most likely be providing you with feedback in the future.

Giving ongoing support will also allow you to become a master of your craft. The best way of fully understanding a topic is by teaching it. To become a master of presenting, you also need to be open to giving feedback. It will help you remain consistent.

End On A Positive Note

Lastly, end all feedback on a positive note.

The best growth and learning stems from positive reinforcement which can be as simple as ending things off with a positive note. Be mindful and honest with what positive note you want to end on.

A sincere compliment is far more effective than one that feels forced.

How To Receive Constructive Presentation Feedback

Once you’re able to effectively give good constructive feedback, we can now focus on receiving feedback.

What good is asking and receiving feedback if you don’t know what to do with the information. Instead of squandering golden nuggets of information, here is what you should do when asking for feedback after your own presentation.

Listen Carefully

Once you’ve asked for feedback, stop talking and listen.

Don’t try to justify your reasoning, don’t try and steer the conversation in a direction which favours your actions, just listen.

Be Aware Of Your Responses

Be aware of your responses to feedback. This includes body language, facial expressions and social cues.

You don’t want to come across as if you’re taking the feedback too personally. This will make the person providing the feedback feel like they’re hurting your feelings and they should stop or begin sugarcoating the feedback.

This will only result in inauthentic feedback which is not constructive. You want to be creating a space which can create dialogue surrounding helpful feedback.

You’ll receive a bunch of feedback over your life and the only way to grow is to be completely open with all the feedback you’ll receive.

The moment you start to close yourself off from feedback, is the moment you hinder your progression and growth.

Understand The Message

Before you leave with the feedback, make sure you fully understand what the person was trying to say.

The worst thing you can do is change something that isn’t broken. Before you walk away to start changing things, always make sure you know what you’re about to change is correct.

Reflect & Process

After you received the feedback, take time to reflect and process. This is a perfect time to conduct a self-evaluation on how you believe you did with your presentation.

Does the other person feel the same way? What are the differences they saw in my presentation that I didn’t see?

Don’t forget, we are perfectly imperfect human beings. You will never have a perfect presentation. With varying audiences all interested in something unique, you will have a hard time crafting presentation material with key messages that is compelling to everyone.

Always follow up.

Following up allows you to take action and measure your success to see if you’ve changed for the better.

Following up also makes sure the other person feels heard. What is the point of giving feedback if the person you give it to does nothing with it?

By following up, it shows you’ve taken their feedback to heart and you’re taking action.

Author:  Ryan

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Tress Academic

#119: Why giving feedback to conference presentations–and how

April 12, 2022 by Tress Academic

Have you presented at a conference and found yourself wanting more useful feedback from the audience? Were you hoping the audience would recognise the hard work you put into your talk? We all need feedback to learn what we could improve to give a better presentation. Here, we would like to provide simple guidelines for presentation feedback at conferences. 

In our courses, we teach researchers how to successfully present their work to their peers at conferences, and we also discuss the reasons why participants want to present at conferences at all. Not everyone enjoys giving presentations, and many soon realize that successful conference delivery requires  investing a lot of time and effort. 

Despite the potential discomfort or additional workload, one of the key motivations to present for many of our course participants is that they appreciate receiving feedback from their peers on their talks. But when they’re presenting at conferences, the desired feedback is seldom provided. And if feedback is expressed, it’s not in the way the presenters were hoping for. Have you had similar experiences?

Here, we aim to encourage anyone joining a conference talk to provide good feedback to the presenters and establish a feedback-culture. To help you provide such feedback, we’ve created a free Presentation Feedback Sheet to download that you can use the next time you join an event where colleagues will present their research. 

I. What is presentation feedback?  

First of all, it is a sign from the audience that they followed the presentation and have feelings they wish to express about it. They can signal admiration, support, agreement, disagreement, or any other reaction that might be helpful for the presenters. Feedback is not a critique of the talk. It is not meant to turn the presenters down or cast them in a bad light in front of their peers. Presentation feedback can include positive, negative, or neutral input—but it should always aim to be useful to the presenters.  

Typically at conferences, a Q&A (questions and answers) session follows up the presenters’ talks. In the Q&A, the audience asks questions on the content, provides comments, or shares similar findings they’ve made. The Q&A should increase understanding of the presented research and help to embed it in a context familiar to the questioners and general audience. 

Presentation feedback goes beyond the Q&A part of a talk. It’s more than someone from the audience requesting additional information from the presenter on a specific aspect of the talk. Feedback also addresses how a presentation is delivered, organised, structured, or composed. It includes technical, communicative, as well as didactic aspects. It allows for an emotional response to the talk and considers the entire performance of the presenters and the way they conveyed their message to the audience. 

At academic conferences, Q&A and feedback can be mixed and come together. Yet, our own experience shows that most people from the audience prefer to ask questions to clarify or comment on a specific element of a talk rather than provide holistic feedback. Feedback is unfortunately not so common! 

II. Why is feedback necessary?  

Presenting at conferences can be quite nerve-wracking—particularly for early-career researchers and less-experienced presenters. Some told us that they are even more afraid of the Q&A at the end of their talks than of the talk itself. Even when they feel that they presented well, they’re afraid of receiving questions that they don’t understand and cannot answer. Balanced feedback, which may include a few questions, can provide a far better ending to a presentation for all involved. 

We heard another example from one of our course participants who had recently prepared a talk for a conference.  The delivery went well, but after the talk, there were neither questions asked nor feedback provided. It was silent, and then the chair went on to the next presentation. This silence felt very uncomfortable for the presenter. Understandably, it is awkward, if not down-right disappointing, to prepare a good talk, deliverwell, and have no one say anything about it. Was all the hard work a complete waste or not noticed? 

We had a similar experience back in the years when we studied in Heidelberg. We had a class with a professor in urban climatology, his name was Heinz K. Every student in his class had to prepare a paper and deliver it to the class in a short presentation. When it was our turn, we both delivered two separate papers and presented them. We had put a lot of effort into the papers because the subject was so interesting and we enjoyed doing it. For every paper delivered in class, two fellow students had to prepare as opponents and present feedback. 

Obviously, the fellow students who acted as our opponents were not living up to our professor’s expectations, as they hardly commented on anything. At the end of our session, the professor stood up and said “Doesn’t anyone realise that we just saw two excellent presentations?” And then he told the entire class why he thought we had done so well. 

The feedback we got at this very moment from our professor was so helpful, inspiring, and an enormous motivation booster. It was so good to hear that he recognised the hard work we put into our papers. Receiving his feedback has taught us a lot and encouraged us to become even better. We still remember it, and wish everyone could receive feedback as we received it that day in Heidelberg!

For us, providing feedback on conference presentations serves four purposes: 

1) Recognizing the work and time that presenters invested

All presenters want to deliver well and get their messages across, and everyone wants to have a positive impact on the audience. Some are more successful with this task than others, but all have that intention–otherwise they wouldn’t show up and present. Somehow the presenters need to know whether they were successful in this attempt or not, and feedback can provide that answer.  

2) Preventing the post-presentation gap

Giving a presentation means being the centre of attention. All eyes are on the presenter during a presentation, and everyone is following every word and every visual being shown. Many presenters enjoy the lime-light, others not, but regardless, they have worked hard to prepare for it. But if the presentation is over and no feedback is expressed, and the audience just moves on to the next talk, the presenter falls into the post-presentation gap. 

Nobody seems to notice them and if no one comes and talks to them, it can feel completely underwhelming or disappointing. Why did they then go through this exceptional and nerve-wracking process if their talk had no effect on anyone? It is frustrating for presenters to be ignored this way. It can happen all too easily at academic conferences: One presenter just follows the next one, and so on. Ideally, someone would tell the presenters how they honestly felt about their talk so that the presenter can see a purpose in the whole presenting exercise.

3) Providing helpful and critical input 

In every presentation there are ups and downs, but it is difficult for the presenters to spot them themselves. Being in the audience and listening to the talk makes it easy to see immediately what worked well and what did not. You might assume the presenters know that as well, but they most likely are not aware of it. You’re of great help if you let presenters know what the good and not so good elements of their talk were. Then they can build on their strengths and work on the weak parts, and their next talks will be better! Otherwise, they will do the same the next time and you will also feel the same. 

4) Establishing a relationship with the presenters

Providing feedback shows care for the person behind the presentation. If you liked their topic or the way they presented, giving feedback can be the first step in establishing a connection with them. You can wait and see how they behave offstage, and determine whether you would like to establish contact with them for future collaboration. Providing feedback is a great way to introduce yourself and begin a conversation with them about their work.

III. How to provide good feedback  

It’s great that you are considering providing feedback to presenters in the first place, but you also want to  ensure that your feedback is useful and well-received by the presenters. Here are some tips on how to do it right: 

• Be constructive: Even if you didn’t like everything the presenter came up with, feedback is the wrong place to air your negative thoughts. Instead, the goal is to improve the situation so that the presenters do better the next time they are up on stage. Therefore, suggest realistic steps for improvement and offer your suggestions if possible. 
• Be honest: If you did not like the talk, then don’t say it was a great talk. The presenters want to know how you really felt. You don’t need to give praise where it isn’t due, but that doesn’t mean you shouldn’t be friendly, kind, and supportive when you express less-positive feedback. But if you felt it was a great talk, then tell them, don’t be too modest! 
• Be fair: It’s so easy to fall into a mode of criticising from your comfy seat in the audience, but are you being fair? Put yourself in the presenter’s situation, and consider which types of feedback you would like to recieve. Always express your feedback in a form and mode that is considerate and accounts for the speaker’s feelings. Treat them as you would like to be treated. 
• Be timely: Provide feedback as close to the talk as possible. Then, you can still remember all the small details and the presenters can easily recall their talks. 
• Be specific: A general comment like “Oh, it was a great talk” is good, but it is even more helpful when you can point out specific moments in the talk that were good. Or, point out what specifically the presenter could do to improve. 
• Be careful in criticising publicly: Depending on where you provide your feedback, in private or in a larger group, provide critical comments in a personal exchange with the presenter rather than in a large group. Criticism can easily hurt the presenter, even if you did not intend it. It is easier for the presenters to take these comments in private, and you will likely have better results this way. 
• Be modest: Whatever you say, make it clear this is YOUR specific view, your opinion. It is not helpful to claim something is generally wrong or right because different people may have different thoughts about it. Rather, say “I think you could try this way,” instead of saying “You should do it this way.”
• Don’t ‘but’: Avoid using sentences like “Overall it was a very good presentation but …” The negative turn wipes out all of the praise. The presenter only hears the ‘but’ and waits for the negative news. Rather, say “I think you gave a really good presentation because ….” Then continue with a separate statement where you could say “I think on this specific aspect it would be better to do it this way …”
• Be positive: Let the presenter know what was really good, and provide an example. End in a positive tone to leave the presenter motivated. After all, feedback is about encouragement! 

Giving honest, fair and constructive feedback can raise the quality of presentations a lot. Feedback is not a judgement—good or bad—but an essential interaction and a learning process. Conferences are events where peers exchange, interact and learn from each other—they’re about communicating science. It is not a worthwhile experience if the only communication is from the presenters to the audience with no back-and-forth. When you give feedback to a presenter, you enable two-way communication, you pay them back for the time and effort they invested, and they will be grateful for it. Use our Presentation Feedback Sheet for your next conference and tell the presenters what you liked about their talks. By the way, even so-called “experienced” presenters are grateful to receive feedback! 

Resources: 

• Worksheet: Presentation Feedback Sheet
• Smart Academics Blog post #26: First conference presentation? 17 life-saving tips
• Smart Academics Blog post #30: Questions from the audience you should be prepared to answer
• Smart Academics Blog post #95: Apply these 5 tips to improve any presentation
• Smart Academics Blog post #116:  How to be a great conference chair—Part 1: Prepare and open the session
• Smart Academics Blog post #117: How to be a great conference chair—Part 2: Managing time, presenters and questions

More information

Do you want to present successfully at conferences?  If so, please  sign up to receive our free guides.

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04-12-2019 HOW TO BE A SUCCESS AT EVERYTHING

3 helpful ways to give feedback on a presentation

When you discuss these 3 things, you help someone else take their presentation to the next level.

[Photo: Miguel Henriques /Unsplash]

BY  Anett Grant 3 minute read

How many times has your coworker, your boss, or your friend asked you, “How was my presentation?”

Chances are, if you thought the presentation was boring, you said, “great job” with a flat tone. If you thought it was actually great, you said, “great job!” with an enthusiastic tone. After all, giving someone feedback about their presentation is a delicate act. You don’t want to provide feedback that upsets them, but you know that flattery isn’t going to turn them into a better speaker. So how can you give feedback that makes a difference without risking hurt feelings?

Here are three ways you can give your teammate feedback about their presentation that inspires improvement, whether it’s from okay to good, or from very good to excellent.

1) Discuss what was memorable

Begin your feedback by telling your presenter what you found memorable about his or her presentation. This takes your feedback to big-picture level, which is much more effective than providing granular comments. Your presenter probably has no memories of  their behavior at any particular moment, so feedback on details won’t get them very far. For example, in our Ted Talk Tips, we direct you to look at a particular moment in the talker’s presentation. Unless the talker was a highly trained orator or had meticulously rehearsed their presentation, they would have no conscious memory of exactly how they moved. They wouldn’t know what foot they were standing on, or the precise moment that they made that gesture.

Rather than giving feedback about particular moments or habits, you should describe what was most memorable to you. This way, you’re providing feedback at a level that helps the presenter understand their dominant message. If you tell them that what you remember the most was their passion, their conviction, or their idea, you’re helping your speaker focus on the big takeaway. You’ll inspire creative behavior, not obsessional adjustment.

2) Discuss the key message

If you tell your speaker, “I thought your key message was X,” you’re opening up the door to the most critical part of the presentation–what the message was, and not what the data, graphs, or charts were. In business today, presentations are not just PowerPoint parades . It doesn’t matter if you’re presenting to high-level executives or a group of interns, your talk needs to have meaning. It has to show how you think and how you synergize data into meaningful messages that have relevance and impact on the business.

By giving your presenter feedback about their key message, you are helping your presenter position their ideas at the right level, for the right audience. You’re not telling them what to do in a robotic way–you’re challenging them to align their thinking to their situation. You want to help them increase their impact, not wordsmith their speaking notes.

3) Share when you started to tune out?

No matter how much good intention you have, you’ll inevitably tune out, occasionally at best, frequently at worst. Of course, you could blame yourself or feel ashamed, but that’s a dead end. A more productive route would be to think about why you tuned out at that particular moment. Were there too many details? Was i too monotone? Too irrelevant?

When you pinpoint and share the moment that you disengaged, you identify a problem you had. You’re inviting your speaker to think about solutions to the problem–you’re not telling them what to do. Even better, you’re focusing your teammate’s attention on connecting with their audience versus getting through the material.

So, next time your colleague asks you, “What did you think about my presentation?” don’t just bite your tongue and say “great!” When you discuss the things set out in this article, you’re help your coworker become a better speaker. Who knows, you might even learn a thing or two about how to improve your own presentation.

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ABOUT THE AUTHOR

Anett Grant is the CEO of Executive Speaking, Inc. and the author of multiple e-books on speaking. Read her latest e-book here   More

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Improving Presentations through Feedback: How to Receive Helpful Responses!

After the presentation comes before the presentation – the key to improvement lies in feedback. After a presentation, every speaker tends to review the performance and evaluate it. Did it go as planned? Was I confident enough? Was I able to convince the audience?

These questions can only be inadequately answered by ourselves, as we don’t truly know how we are perceived by others – unless we simply ask them…

Why a presentation needs detailed feedback

The presentation is over. Technically, how it went doesn’t matter anymore because nothing can be changed. This perspective can be fatal. There are good reasons why professional football coaches analyze games with their teams and why teachers encourage their students to correct their mistakes in exams.

It’s about learning and training . It’s about knowing our strengths and weaknesses and working on them . Only a few people are naturally good speakers. Everyone else also benefits from practice and working on their strengths and weaknesses. To identify them and improve, feedback is the best tool.

Why self-perception isn’t enough: the Johari Window

Sure, to some extent, we can assess ourselves, and we should. Recording our own speech with a camera and tripod and watching it afterwards can be very revealing.

But self-assessment can also mislead us as it solely relies on our self-perception . And that perception can be both significantly more positive and significantly more critical than the image others have of us. Hence, for a realistic evaluation, we always need external perception.

The so-called Johari Window sheds light on this dynamic. The model by Joseph Luft and Harry Ingham illustrates the dynamics of self- and external perception and is based on the idea that communication can be improved by bringing these two spheres closer together.

The model is divided into four areas :

• Public Self: This is the area that both we and others can see. It includes aspects of our personality that are known to us and are also perceived by others.
• Blind Spot: This represents aspects of our personality or behavior that are not consciously known to us but can be recognized by others (e.g., facial expressions or body language). It’s the blind spot in our self-perception.
• Hidden Self: This involves aspects of our personality that we know but are not recognized by others. These are things we consciously hide from others.
• Unknown Self: This is the area that is unknown to both us and others. It contains potential abilities, emotions, or behaviors that haven’t been discovered yet.

In the context of self-reflection after presentations, the Johari Window can be a valuable aid. After a presentation, we have a subjective perception of how we presented ourselves, but this can differ from the actual perception of the audience. This is where the concept of the blind spot comes into play.

At this point, it’s crucial to ask for feedback from your listeners. Through their insights, you can learn how you were perceived and reduce your blind spot. Moreover, you’ll find out if your messages were conveyed as planned . With the information from the feedback, you can adjust future presentations and speeches.

Overall, the Johari Window enables deeper self-reflection after presentations because it encourages actively seeking feedback to gain a more realistic and comprehensive view of presentation skills.

Why Feedback is Important in All Industries

Feedback is important regardless of your industry affiliation. It plays a crucial role in skill development, performance enhancement, and fostering personal and professional growth . We’ve compiled an overview of why feedback is important in various industries:

• Academic Environment : In the education sector, feedback is a central tool to promote learning. Teachers provide students with feedback on their performance to identify strengths and weaknesses. In higher education, feedback is crucial to deepen students’ understanding and support their academic development.
• Business World : In the business world, feedback plays a vital role in employee development and increasing efficiency. Regular feedback allows employees to review their performance, adjust goals, and enhance skills. Managers can use feedback to motivate teams and improve company performance. This category also includes presentations and feedback for speakers. Feedback from listeners in the business world can help adjust customer interests and further develop products.
• Healthcare : Not to be underestimated – in healthcare, feedback is essential to improve clinical practice and optimize patient care. Medical professionals use feedback to refine diagnoses, adjust treatments, and increase patient satisfaction.
• Technology and Engineering : In technical and engineering professions, feedback is indispensable to drive innovation and optimize products. Design and performance issues can be identified, and technical solutions can be improved. Here too, feedback through PowerPoint presentations can be important for advancing innovations.
• Customer Service : In the customer service industry, feedback from customers is a key indicator of the quality of services offered. Companies use customer feedback to identify problems, make improvements, and increase customer satisfaction.
• Journalism and Media : In the media industry, feedback from readers, viewers, and listeners is a significant factor. Journalists and media professionals use feedback to evaluate the relevance of content, maintain journalistic standards, and engage the audience.

Relevant Criteria for Constructive Feedback

It makes sense not to give or seek feedback in a general manner, but rather to think in specific categories. For presentation feedback, the following areas are particularly relevant:

• Content and Structure : Was the topic covered comprehensively and clearly? Was there a logical and coherent structure?

• Visualization : Was the presentation well-organized and visually appealing? Were visual aids used effectively?

• Language : Was the speaker easy to understand? How was the tone? Was the choice of words and expression appropriate?

• Body Language : How was the facial expression and gestures? Were there eye contacts? What impression did the body language convey?

How to Gather Feedback after a Presentation

Feedback generally doesn’t come on its own . If you want to receive feedback after a presentation, you need to actively seek it.

The choice of the right method to gather feedback depends on your target audience, presentation goals, and available resources . Integrating feedback tools and technologies allows presenters to collect feedback in diverse ways and continuously improve the quality of their presentations. In today’s digital era, besides seeking feedback in person, there are numerous tools and technologies that can be used to efficiently and effectively gather feedback after presentations. These tools provide innovative ways to collect, analyze, and respond to feedback. Here are some examples:

• Question and Answer Session after the Presentation

The most immediate way to use feedback is through the question and answer session following the presentation. This is where both direct and indirect indications of the presentation’s success can be gathered. Indirectly, much can be inferred from the audience reactions .

Polite applause and an audience that seems eager to leave the room may not be a great sign. If there are many comprehension questions and doubtful looks, the presentation might not have been as clear and coherent as hoped.

For those seeking more detailed information, it’s possible to directly ask the audience for feedback. If it involves people you interact with frequently (such as colleagues), you can also inquire later on. However, immediate feedback isn’t always very fruitful and insightful , as many people are hesitant to openly express criticism – even if it’s constructive.

How to manage questions and answer sessions and Powerpoint can be found in our article “ PowerPoint Q&A “.

• Feedback Form with Standardized Questions

A feedback form that covers all relevant criteria can be very useful. It can be distributed or made available after a talk, either in person or via email to the participants . Since a feedback form can be filled out anonymously and at one’s own pace, it’s usually more productive than directly requested feedback.

Classic email surveys are still effective for collecting detailed feedback. Tools like Mailchimp or Sendinblue can help you create and send appealing survey emails. You can easily find templates for evaluation forms on the internet. Good and clear formats can be found, for example, here: link1 and link2 .

They are practical and provide good ideas. Of course, a feedback form can also be created from scratch . You can be more creative and open in your wording (e.g., “In your opinion, what are three things that could have been done better in the presentation?”).

• Send Online Surveys to Participants

A third option for requesting feedback is through online surveys . They are created using appropriate tools and made accessible to participants via a link. The structure typically resembles that of a traditional feedback form. The biggest disadvantage here is that the feedback opportunity is often only accessed by a few people.

Possible survey tools are SurveyMonkey, Google Forms, and Typeform. These tools allow you to create and send tailored surveys. With pre-made templates or individually designed questions, you can specifically ask for opinions, ratings, and suggestions.

Another example of an online feedback platform is Provenexpert. Through this platform, you can easily send a survey to your participants, asking them to rate you with stars and provide a personal experience report. Of course, the more personal and closer your contact is with your audience, the more likely you are to receive a rating.

Here is my Provenexpert profile with numerous reviews I’ve collected over the years for my presentations and seminars: My proven expert profile .

• Video Feedback Platforms

Platforms like VidGrid or Vosaic allow you to record your presentations and request targeted video feedback from the audience . This method offers not only verbal comments but also captures the body language and emotions of the feedback providers.

Similar to online surveys, one disadvantage is that this option is little used to provide feedback.

• Feedback Apps

Feedback apps like Feedbackly, Emplify, or 15Five offer comprehensive options for gathering feedback. They enable continuous feedback, mood analysis, and team communication. For instance, you can include a QR code link within your presentation to directly reference the feedback opportunity.

• Social Media Surveys

Social media provides a straightforward way to gather feedback from a broader audience . Platforms like Twitter or Instagram allow for surveys or polls to quickly gather feedback (see the next subchapter).

• Real-time Audience Interaction

Platforms like Mentimeter and Slido allow you to engage the audience in real time during the presentation. Participants can answer questions, express opinions, and conduct polls . This fosters engagement while providing valuable insights.

Using Social Media for Feedback

These days, reaching people through social media is effortless. Skillfully leverage social media platforms to gather feedback. They offer an effective way to collect feedback from a wider audience and gain valuable insights into how your presentations are perceived.

Moreover, using social media has the advantage of allowing you to gather opinions from individuals across different regions and backgrounds . This way, you receive feedback from a diverse audience.

Through various forms of interaction, you can gather opinions, ratings, and suggestions from a diverse group of people. Here are some ways you can use social media platforms for feedback:

• Polls and Voting : Social media platforms enable you to create polls and voting options to gather targeted feedback on specific aspects of your presentation. You can ask questions related to content, structure, or presentation style. Involving your followers allows for quick and easily understandable feedback.
• Comments and Discussions : After sharing your presentation on social media platforms, you can encourage comments and discussions about your content. Readers can share their thoughts, opinions, and suggestions, fostering open feedback interaction. Collecting different perspectives can help you understand various viewpoints and identify areas for improvement.
• Direct Messages : Some platforms allow users to send you direct messages. Here, you have the opportunity to receive personal feedback that might not be shared publicly. These direct conversations can offer detailed insights and encourage open exchanges.
• Story Features : Platforms like Instagram and Facebook offer story features where you can post short surveys or questions. This allows you to receive real-time feedback while enhancing the interactivity of your followers.

Handling Feedback in Presentations

Dealing with presentation feedback is typically similar to handling product reviews on major online stores. There are some overly enthusiastic 5-star reviews that make you doubt their authenticity, and there are some 1-star reviews that suggest the buyer might have been simply incompetent for the product.

In between, there usually exists a larger pool of mixed reviews that mention pros and cons, which often prove to be the most helpful. Such a distribution also often emerges in feedback for presentations, and in principle, it can be dealt with in the same way. What matters are the overall impression and the relevant pointers.

When it comes to handling feedback, the following tips should also be considered:

• Welcome All Feedback : Every listener is entitled to their opinion. Regardless of the content or the person delivering it, feedback should be accepted with gratitude. It’s worth noting that the source of the feedback, whether it’s from a superior or an apprentice, shouldn’t matter.

• No Feedback on Feedback : Especially with direct critical feedback, there’s often an inclination to debate, defend, or justify. However, it’s often better to simply accept what’s said with a thank you, regardless of whether it’s perceived as justified or not.

• Feedback isn’t Binding : Speakers also have the right to their opinion. Not everything mentioned in feedback needs to be implemented. What to change or implement is ultimately a personal decision.

Feedback is Not a One-Way Street

For those who appreciate valuable feedback, they should also be able to respond appropriately when asked for their own evaluation. To make feedback truly useful and helpful, it should fulfill the following criteria:

• Be Specific : When requesting feedback, it’s not just about receiving praise or criticism; it’s about getting specific pointers. For example, rather than saying “The presentation was engaging,” it’s better to say “The use of examples to illustrate individual factors made the presentation engaging.”

• Use “I” Statements : When giving feedback, you can only speak for yourself. Therefore, use first-person statements and not terms like “one.”

• Offer Improvement Suggestions : Constructive feedback ideally should be positively formulated and include improvement ideas. For instance, instead of saying “You spoke too quickly,” you could say “I would have found it easier to follow the presentation if you had spoken slower and incorporated more pauses.”

• Include Positive Criticism : It’s often forgotten that criticism doesn’t necessarily have to be negative. Learning what aspects of a presentation were well received can be just as important for presenters.

• Describe Instead of Judge : Feedback should describe the personal perception. Judgments or accusations are inappropriate. For instance, rather than saying “Your presentation was bad because you just read from the slides,” you could say “Since you read a lot from the slides, I felt the audience interaction was lacking.”

No Feedback Without Respect

Valuable feedback is closely tied to mutual respect. This should always be kept in mind by both those providing and receiving feedback. Feedback should be seen as a means of guidance and assistance , not a tool for evaluation. When given and received correctly, feedback can be extraordinarily useful.

Moreover, constructive feedback and even criticism can mean more recognition and respect than insincere praise. This sentiment was likely acknowledged by philosopher and mathematician Bertrand Russell when he stated:

Find more pleasure in intelligent dissent than in passive agreement, for, if you value intelligence as you should, the former implies a deeper agreement. Bertrand Russell

Conclusion: Skillfully Gathering and Implementing Feedback

In conclusion, adeptly seeking and implementing feedback can help you keep your presentations more professional and tailor your content to your target audience. Consider which feedback-receiving method works best for you and give it a try!

If you have questions about the article, feel free to email us at [email protected] . We’re here to help!

Looking for visually supportive and professionally designed slide templates? Browse our shop. We have numerous slides available for download covering various (business) topics. Check it out today! ► Visit the Shop

You might also be interested in these articles:

• Preparing Presentations: 11 Tips
• Target Group Analysis
• Mastering Question and Answer Sessions

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33 Positive Feedback Examples for Employees

by Emre Ok July 12, 2024, 8:13 pm updated August 23, 2024, 1:26 am 32k Views

Welcome to our freshly updated list of positive feedback examples for colleagues, peers, and direct reports ! 

While the misconception that one should only concern themselves with the negative or constructive feedback they received is still going strong, we are here to assure you that consistent, continuous, and positive feedback for employees is just as important to employee engagement and performance.

In this blog post we will answer the question of “How to give positive feedback to peers?” while giving you multiple different positive feedback examples on various categories.

While the positive feedback examples on this list can just as easily be used as they are, we strongly recommend you customize them to reflect your relationship with your coworker, your company culture, and most importantly the specific instances the feedback is about!

Table of Contents

Can I write employee feedback with AI?

Yes, you can! While we don’t advocate you leave all your communications with your team to AI, using an AI writing assistant to enhance the quality of your feedback and the speed at which you deliver it is a great idea!

Teamflect’s digitized employee feedback templates have an AI writing assistant built into them that will help you deliver your feedback as effectively and efficiently as possible! When giving your feedback, you can:

• Lengthen 
• Shorten 
• Formalize 
• Spell Check 
• Regenerate 

Your employee feedback as well as check for biased language! You can try Teamflect’s 360 feedback software and AI feedback assistant right inside Microsoft Teams and Outlook, today, for absolutely free!

1. Positive Feedback Examples on Exceptional Work

One of the simplest positive feedback examples you can come across is the case of offering feedback to colleagues on the quality of their work.

Quality of work is an area in which you should always have some positive feedback for your colleagues in your back pocket. At the end of the day, we all fall in love with our own work and ideas from time to time.

Having a colleague appreciate that work and recognize its quality is a great morale boost. So here are some professional positive feedback examples for colleagues on exceptional work:

“I wanted to take a moment to express my sincere appreciation for the exceptional work you delivered on the recent [project name]. Your dedication, attention to detail, and innovative approach were truly remarkable and did not go unnoticed.”

“I wanted to express my appreciation for the exceptional work you delivered on [specific task/project]. Your expertise and dedication were evident, and your efforts played a crucial role in our success. Thank you for consistently going above and beyond.”

2. Positive Presentation Feedback Examples

Presentation feedback is perhaps the most common area where people need to offer feedback to their colleagues. It can also be one of the areas where your peers and colleagues might be the most insecure at. That is why giving positive feedback on presentations is incredibly important.

In order to help you do just that we put together some positive presentation feedback examples right here. These presentation feedback examples, while being relatively general, should definitely be customized in order to give specific examples from the presentation you are giving feedback about.

“ I was thoroughly impressed with your presentation at the [specific meeting/event]. Your confident delivery and well-structured content made it highly effective and engaging. Thank you for your hard work and skillful execution. “

“ Your presentation during the [specific meeting/event] was outstanding. Your ability to clearly convey complex information and engage the audience was impressive. Thank you for your excellent work. “

“ I wanted to commend you on your exceptional presentation skills during the [specific meeting/event]. Your clear communication, engaging delivery, and thorough preparation made a significant impact. Thank you for setting such a high standard. “

3. Positive Feedback Example on Professionalism in Difficult Situations

While many discuss how to give positive feedback, the question of when to give positive feedback hardly ever comes up. One of the most underrated instances where a colleague definitely deserves positive feedback is when someone keeps their cool and maintains professionalism in difficult situations.  So here are some professional positive feedback examples for those who never lose their professionalism:

“ Your ability to remain professional and composed during the recent [specific situation/event] was outstanding. Your calm approach and quick thinking were key in resolving the issue effectively. Great job! “

“ In the face of the [specific situation/event], your professionalism truly shone. Your level-headedness and strategic thinking turned a challenging situation into a manageable one. Thank you for your exemplary behavior. “

4. Positive Feedback Example on Teamwork and Collaboration

We can’t possibly make a list of positive feedback examples without listing some positive peer feedback on collaboration and teamwork.

Feedback for colleagues have multiple different purposes. One of those purposes is to reinforce some of the behavious you want to keep seing in them.

Excelling at working as a team and collaborating with others successfully is definitely worthy of recognition. So if here is a positive feedback example about teamwork and collaboration.

“ Your exceptional teamwork on the [specific project/task] has truly stood out. By effectively communicating and cooperating with your colleagues, you ensured that the project ran smoothly and efficiently. Your ability to bring the team together and foster a collaborative atmosphere is greatly appreciated. Thank you for your invaluable contributions. “

5. Positive Feedback for Coworkers on Leadership Skills

Another area where giving positive feedback to peers can really make a difference is leadership skills. Positive feedback on leadership can really help an individual grow into a leadership role that they perhaps weren’t considering before. Stepping up and taking the lead on anything is intimidating for anyone. So here is a positive feedback example on leadership skills.

“ Your leadership during the [specific project/task] has been exemplary. You consistently demonstrated a clear vision, guided the team with confidence, and ensured everyone felt valued and motivated. The way you manage and inspire others has not only driven our success but also fostered a positive team dynamic. Well done and thank you for your exceptional leadership. “

6. Sample Positive Feedback on Creativity and Innovation

When it comes to skills and competencies in today’s rapidly evolving world of work, the one employee competency that has consistently risen to prominence is creativity and innovation. A key part of any employee competency framework, creativity deserves some positive feedback from colleagues. So here is an example of positive feedback about creativity and innovation.

“I just wanted to say how much I admire your creativity and innovative ideas. The new approach you suggested for our project was brilliant and really pushed us forward. Your fresh perspective is a huge asset to our team.”

7. Positive Feedback about Customer Service

In an era where good customer service can make or break an organization, regardless of the field, an individual that displays great customer service, deserves a pat on the back. That is why this list of positive feedback examples for peers wouldn’t be complete without some feedback about customer service skills.

“ I wanted to express my appreciation for the outstanding customer service you provided during the [specific incident]. Your way of handling the situation with empathy and professionalism made a significant difference to the customer experience. Thank you for your exceptional service. “

8. Example of Positive Feedback about Problem-Solving Skills

Speaking of employee competencies that never go out of style… Regardless of which new trend comes around, an individual with exceptional problem-solving skills will always be a valuable member of any team they join. So here is an example of positive feedback about problem-solving skills. When using this peer feedback example, make sure you dive further into the specifics of the problem they solved!

“ Your quick thinking and innovative approach to solving the issue during [specific project/task] were impressive. The way you find effective solutions under pressure is a true asset to our team. Great job! “

9. Feedback Example for Colleagues on Meeting Deadlines

While regularly meeting deadlines may seem like an ordinary feat and simply a part of everyone’s job description, it is easier said than done. With how demanding the modern workplace is and how many projects everyone is juggling at once, an individual who constantly meets their deadlines deserves positive feedback. So here is a positive feedback example for just topic!

“ I want to commend you for consistently meeting deadlines, especially on the [specific project/task]. Your time management and commitment ensured we stayed on track and delivered high-quality results. Thank you for your dedication. “

10. Professional Feedback Example about Attention to Detail

Regardless of your field, we all know that a small mistake can make or break an entire project. Whether it is catching that one typo in a newsletter or reporting a pesky bug in your software, employees with great attention to detail save the day! So here is how to give positive feedback to your peers on their attention to detail!

“ Your meticulous attention to detail on the [specific project/task] was remarkable. You caught errors that others missed and ensured everything was perfect. Your keen eye for detail makes a significant impact. Thank you! “

11. Positive Feedback for Colleagues on Their Technical Expertise

One of the most common areas where a colleague might receive positive feedback is their technical expertise. When an individual makes a difference in a specific task, project, or process using their background and technical skills, recognizing and appreciating them will make them feel like the heroes that they are. So here is a sample positive feedback comment on technical expertise

“Your technical expertise on the [specific project/task] has been invaluable. Your deep knowledge and ability to apply it effectively have greatly contributed to our success. Thank you for sharing your skills with the team. “

12. Example of Positive Feedback for Colleagues on Their Communication Skills

Great communicators are an asset to any workplace they are a part of. Communication and interpersonal skills are more often than not a tender subject for most people. So offering individuals some good feedback on their communication skills can boost their confidence greatly! 

“ I want to highlight your exceptional communication skills displayed during the [specific meeting/event]. Your consistent knack for conveying complex ideas clearly and engaging the audience is outstanding. Thank you for your effective communication. “

13. Positive Attitude Warrants Positive Feedback

Do you know who the unsung heroes of a workplace are? Those people who show up with a smile on their gace regardless of the occasion and boost everyone’s spirits. They do more for team morale and employee engagement than a million workshops and activities. So here is a positive feedback example for those with the most positive attitudes!

“ Your positive attitude is infectious and greatly appreciated by everyone on the team. During [specific project/task], your enthusiasm and can-do spirit kept us all motivated. Thank you for your unwavering positivity. “

14. Positive Peer Feedback Example on Work Ethic

A coworker with an unwavering work ethic sets a high standard for everyone around them, boosting their coworkers’ performances alongside their own. When giving positive feedback to a coworker or direct report on their work ethic, you can use the feedback example below. As always, customizing it with specific examples can be make your feedback even more effective.

“ Your strong work ethic, especially evident in the [specific project/task], has not gone unnoticed. You consistently go above and beyond to ensure the job is done right. Thank you for your dedication and hard work. “

15. Positive Feedback Example on Adaptability

Many of the entries on this list have something in them about how the world of work is constantly evolving and changing. Perhaps one of the most important skill an individual can have in such a landscape is the ability to adapt to those changes. So here is a professional positive feedback example on a teammates adaptability.

“Your adaptability during the [specific change/event] was impressive. You handled the transition smoothly and helped the team adjust quickly. Your flexibility and willingness to embrace change are truly commendable. “

16. Good Feedback Example on Mentoring and Coaching

Having employees with great mentorship skills ensures that you have a workplace that is welcoming to new hires. Having great mentors as a part of your team can also help with talent development, and employee retention in the long-run. A colleagues ability to mentor others shouldn’t go unnoticed. That is why we included a good feedback example for mentors in the workplace.

“ Your mentoring and coaching skills have made a significant difference in the team’s development. Your guidance and support during [specific project/task] have helped many colleagues grow. Thank you for being an excellent mentor. “

17. Good Feedback on Time Management

Who isn’t juggling multiple tasks at work these days? Those who can manage all their tasks and time effectively are modern, everyday heroes. The concept of giving positive feedback to colleagues shouldn’t just be reserved for special occasions and big achievements but also those everyday acts that ensure operational excellence.

“ Your excellent time management skills were evident in the way you handled the [specific project/task]. You balanced multiple priorities effectively and ensured everything was completed on time. Thank you for your efficiency “

18. Good Feedback Example on Taking Initiative

The next positive feedback example on our list is for those who take charge and show initiative. Heading beyond their usual allotment of responsibilities and going that extra mile to ensure the success of a particular project, task, or process can result in some amazing success stories in the workplace. 

“I want to recognize your initiative in taking on the [specific project/task]. Your proactive approach and willingness to go the extra mile have been instrumental in our success. Thank you for stepping up and making a difference. “

19. Example of Positive Feedback on Reliability and Dependability

Again we go with the “Rapidly changing times…” narrative. This time however, the positive feedback goes out to ones who don’t change with the tides but remain reliable and dependable. While a workplace needs people who can change and stay flexible, it also needs some sturdy, reliable individuals to be the rocks! 

“Your reliability and dependability, especially during [specific project/task], have been crucial to our team. Knowing we can count on you to deliver high-quality work consistently is invaluable. Thank you for being so dependable. “

20. Example of Good Feedback to Colleagues on Conflict Resolution

Conflicts are a natural part of any workplace. Whenever there is a conflict, there are always those special individuals who are there to resolve it. Conflict resolution is another one of those key competencies that will never not be relevant. That is why we wanted to include an example of positive feedback for colleagues on their conflict resolution skills.

“ Your skill in resolving conflicts during the [specific situation] was exceptional. You handled the situation with diplomacy and ensured a positive outcome for everyone involved. Thank you for your effective conflict resolution. “

21. Example of Positive Feedback to Colleagues on Project Management

When you are offering good feedback to colleagues on their project management skills, you are in fact complimenting them on not one specific aspect of their job but a complex set of skills that has assured success of a particular project.  Here is a sample feedback on project management that can be taken in any direction.

“ Your project management skills on the [specific project] were outstanding. Your ability to plan, coordinate, and execute the project efficiently ensured its success.  “

22. Feedback Example on Commitment to Quality

The term perfectionist has been memed to death on social media and sketch comedy when discussing employee strengths and weaknesses. That being said having those individuals who are committed to excellence is an asset to every single team. 

“Your commitment to quality was evident in the [specific project/task]. Your dedication to ensuring the highest standards of work has greatly contributed to our success. Thank you for your unwavering commitment. “

23. Example of Positive Feedback for a Colleague on Empathy and Support

Individuals that show empathy and support to their teammates are valuable members to any team they are a part of. So when you are looking for examples of areas where you can offer positive feedback to employees, those who show empathy and support towards others shouldn’t be excluded from that list!

“ Time and time again, you’ve shown great empathy and support towards your colleagues, building bridges. Your understanding and kindness helped the team navigate through challenging times. Thank you for being so supportive. “

24. Positive Employee Feedback Example on Strategic Thinking

Every team needs those individuals who are playing 4D chess while everyone is playing checkers! Another area leaders should offer positive feedback to employees is strategic thinking. So below you will find an example of positive feedback for employees on strategic thinking.

“ Your strategic thinking during the [specific project/task] was instrumental in our success. Your ability to see the big picture and plan accordingly helped us achieve our goals. Thank you for your insightful contributions. “

25. Example of Positive Feedback on Organizational Skills

As companies grow the ammount of responsibility everyone takes on increases. Those with great organizational skills are the ones that keep the ship running during growing pains. We’ve included a positive employee feedback example on organizational skills below for you.

“ Your organizational skills during the [specific project/task] were outstanding. You kept everything on track and ensured that all details were accounted for. You have, time and time again, kept our team focused on what really matters! Great work! “

26. Positive Employee Feedback on Decision-Making

When you want your positive feedback on leadership, taking initiative, or project management to be more specific, you need to look at some of the core building blocks of those concepts. If you do so, you will find that decision-making is a core competency for all of them. So in order to make your feedback more specific, here is a feedback example on decision making.

“ Your decision-making skills during the [specific situation/event] were impressive. You made well-informed decisions quickly and effectively, leading to a successful outcome. Thank you for your sound judgment. “

27. Positive Employee Feedback Example on Continuous Improvement

Employees who constantly grow and develop their skills are an asset to their organization and the people around them. They inspire growth and development in their teammates and show that they are committed to their careers. For that reason, we added a positive feedback example on continuous improvement to the list!

“ Your commitment to continuous improvement is evident in your work on the [specific project/task]. Your efforts to find better ways of doing things have made a significant impact. Thank you for always striving for excellence. “

28. Positive Feedback Example on Resourcefulness

In a workplace filled with unexpected challenges and limited resources, the ability to be resourceful is a highly valued trait. Resourcefulness is not just about finding quick fixes; it’s about using creativity and ingenuity to solve problems and make the best use of what’s available.

Acknowledging someone’s resourcefulness can inspire continued innovation and problem-solving. Here’s an example of positive feedback on resourcefulness:

“ Your resourcefulness during the [specific project/task] was remarkable. You found creative solutions to problems and used available resources effectively. Thank you for your ingenuity and problem-solving skills. “

29. Example of Positive Feedback on Flexibility

Flexibility is an essential competency in today’s fast-paced and ever-changing work environment. Being adaptable to shifting priorities and new situations is crucial for both personal and team success. Praising someone for their flexibility not only boosts their morale but also encourages a culture of resilience and adaptability within the team. Here’s an example of positive feedback on flexibility:

“ Your flexibility in adapting to the changes during the [specific project/task] was highly appreciated. You handled the shifting priorities with ease and maintained high standards throughout. Thank you for being so adaptable. “

30. Positive Feedback about Interpersonal Skills

Interpersonal skills are fundamental in creating a collaborative and positive work environment. The ability to communicate effectively, build relationships, and foster teamwork is invaluable. Recognizing and appreciating these skills can strengthen team dynamics and enhance overall productivity. Right here you will find an example of positive feedback about interpersonal skills:

“ Your interpersonal skills have greatly contributed to the positive work environment in our team. You have your very own way to connect with colleagues and foster collaboration and it  was evident during the [specific project/task]. Thank you for your excellent people skills. “

Tips for Giving Positive Feedback

When it comes to giving positive feedback for colleagues, there are some general tips we can give to help you provide effective and meaningful recognition. Our tips will ensure that your feedback is well-received and encourages further growth and development.

A. Be specific and detailed in your feedback

When offering positive feedback, it’s important to be specific about what the person did well. Instead of simply saying, “Good job,” provide detailed examples and describe the specific actions or behaviors that impressed you. Giving specificity to your feedback helps your colleague understand exactly what they did right and encourages them to continue those positive actions.

B. Provide feedback in a timely manner

Timeliness is key when giving positive feedback. Aim to recognize and acknowledge the person’s accomplishments as soon as possible after they occur. Giving immediate feedback reinforces the positive behavior or achievement and shows that you value their efforts. Delayed feedback may lose its impact and fail to motivate the individual effectively.

C. Use positive language and tone

The language and tone you use while giving positive feedback greatly influence how it is received. Ensure that your words convey genuine appreciation and positivity. Choose uplifting and encouraging phrases that make the person feel valued and respected. Avoid mixing positive feedback with negative criticism, as it can dilute the impact of your appreciation.

D. Tailor your feedback to the individual’s strengths and accomplishments

Recognize and highlight the specific strengths and accomplishments of the individual. Everyone has different talents and areas of expertise, so tailor your feedback to align with their unique qualities. Acknowledging their strengths helps boost their confidence and encourages them to further excel in those areas.

What are the benefits of giving positive feedback at work?

Giving positive feedback can be a real game-changer in the workplace! Not only can it boost morale and motivation, but it can also help to create a supportive and positive work environment.

When someone receives positive feedback, they feel valued and appreciated, which can increase their engagement and commitment to their job. Plus, it’s always nice to know that your hard work is being recognized by your peers. Remember, peer recognition is magic!

Positive feedback doesn’t just boost morale and motivation! It also reinforces the positive behavior you praise. It is quite simply common sense, really. When you praise someone for a job well done, they’re more likely to continue doing the same things in the future. This leads to a more productive and efficient workplace, as well as happier and more fulfilled employees.

When to give positive feedback?

Positive feedback can be given at any time, but it’s most effective when it’s given as close to the event as possible. To make sure you give positive feedback at the best possible time, here is a small list of situations you should give positive feedback for:

When a colleague has completed a challenging project or task When a team member has gone above and beyond to help the team meet a deadline After a coworker has demonstrated exceptional teamwork or collaboration skills When an employee has achieved a significant milestone or accomplished a major goal When a team member has consistently shown improvement in their work or has overcome a personal or professional challenge.

How to give positive feedback examples?

Giving positive feedback is an important skill in both personal and professional settings. It helps motivate and encourage others, builds strong relationships, and fosters a positive environment.

Express appreciation: Let the person know that you value their contribution and effort.

Example: “I want to express my appreciation for your hard work on the project. Your dedication, attention to detail, and creativity really made a difference. The project turned out to be a great success, and you played a significant role in that.”

Focus on strengths: Highlight the person’s strengths and how they have positively impacted the situation or task.

Example: “Your problem-solving skills have been outstanding. Every time we face a challenge, you come up with innovative solutions that not only solve the problem but also improve our overall processes. Your ability to think outside the box is truly impressive.”

Connect to impact: Explain the positive impact of the person’s actions on the team, organization, or project.

Example: “Your leadership during the team project was invaluable. Your ability to delegate tasks effectively and provide guidance and support to team members greatly contributed to our success. Your leadership style fostered a collaborative environment where everyone felt motivated and empowered to do their best.”

Encourage personal growth: Highlight growth or improvement in someone’s skills or abilities.

Example: “I’ve noticed a significant improvement in your presentation skills over the past few months. Your confidence, delivery, and ability to engage the audience have all improved tremendously. Keep up the great work!”

Be genuine and sincere: Make sure your feedback comes from a place of authenticity and sincerity.

Example: “I genuinely appreciate your positive attitude and enthusiasm. Your energy is contagious, and it really boosts the team’s morale. Your positive outlook has created a supportive and enjoyable work environment.”

What to avoid when giving positive feedback to your colleagues?

While it may seem counterintuitive to consider potential issues when giving positive feedback, there are still important nuances to consider. While it may seem like positive feedback can’t do any harm, you just might be surprised at some of the nuances that go into good feedback comments. Here are some positive feedback issues you have to avoid!

Issue 1: Generic Praise One common mistake when giving positive feedback is being too vague or generic. Generic compliments like “Great job!” or “You’re awesome!” lack specificity and may not carry the weight of genuine appreciation. Be specific in your praise. Highlight the particular actions, behaviors, or achievements that impressed you. For example, instead of saying “Great presentation,” you could say, “I was impressed by how well you articulated the key points during the presentation, and your use of visuals made it engaging and informative.”

Issue 2: Overdoing It While frequent positive feedback is encouraged, overdoing it can dilute its impact. If you praise every little thing, it may come across as insincere. Reserve your positive feedback for truly outstanding or noteworthy accomplishments. This way, when you do offer praise, it will be seen as genuine and meaningful.

Issue 3: Public vs. Private Feedback Publicly acknowledging your colleagues’ achievements can boost their morale, but not everyone is comfortable with public recognition. Gauge your colleague’s preferences and comfort level with public praise. Some may appreciate it, while others may prefer private acknowledgment. Respect their preferences to ensure your feedback is well-received.

Issue 4: Exaggeration Exaggerating your praise can make it seem insincere and overblown. Colleagues may question the authenticity of your compliments if they feel inflated. Stick to genuine, honest, and good feedback. Express your admiration without resorting to hyperbole. If you genuinely believe your colleague did an exceptional job, your sincerity will shine through.

In Conclusion

We want to end this post with a bit of a disclaimer. There isn’t a single example of positive feedback that has to be followed to a tee. While we wanted to provide you with as many professional positive feedback examples as we could, at the end of the day, the way you give positive feedback should change depending on who you are talking to, your organization’s culture, and a billion other things.

If you’ve come to this blog post with the question “What are some examples of positive feedback for colleagues?”, we do hope that you’re leaving satisfied and that we’ve also provided you with more than just good feedback examples but also some insight on how to give feedback as well!

Whether you are coming up with ideas for creative feedback for colleagues or simply looking to whip up some positive feedback for your coworkers, we hope you have the best of times!

Written by Emre Ok

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

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How to give feedback about a presentation

As Saturday, June 1st is officially #SaySomethingNiceDay , I thought it might be “interesting” to research (and blog about!) something I’ve personally always found difficult – how to give feedback on a presentation. As that’s a significant part of my work as a presentations trainer, it’s something I’ve done a lot of, but I’m not really thinking about that kind of thing.

I’m more thinking of the time when you sit through something-or-other-but-you’re-not-sure-what from Fred in Finance. He bounds up to you at the water cooler later and grins at you. Your heart sinks…

Pick the right measure of a successful presentation

The thing about presentations is that we tend to judge them by the wrong measures. Because we’re all sat in the audience, possibly chewing off our own toe-nails in an attempt to find interest and/or meaning to the presentation and the slides, we judge presentations by how well it kept our interest and entertained us. The thing is, “keeping us entertained” is not (usually) the key metric for a presentation.

Of course, if we’re not interested in the presentation it’s hard to learn anything from it, so “being interesting enough” is the baseline for a successful presentation, but that doesn’t make it how you should measure it beyond that.

What you should do to measure whether a presentation was good or not was to ask two questions:

• what was the presentation supposed to do?
• did it do it?

If the answer to that question was “yes”, then you can go ahead an indulge praising Fred From Finance. Even if you’ve bitten off three of your toe-nails in the process.

But what about a failed presentation?

So far so good, but what do you do if the answer to the question above was “no”? That rather depends on if your job (or something similarly important) depends on the good graces of Fred From Finance. But let’s assume that you want to be reasonably honest and at the same time, reasonably positive?

How should you give feedback on a presentation?

Pretty clearly, the best option here is to get Fred to do a critique of his own work, so that you don’t need to be the one to point out the painful to him. And don’t forget, you have a moral obligation to help Fred here. Presentations cost your organisation money and morale, so letting Fred continue to get away with it is wasting time and money. Worse, bad presentations reduce the love of life! 😉

Start with something specific and concrete . For example, you might want to look at the slide’s colour scheme.

Once you’ve picked your “point of entry” for feeding back, go for a question. Use an open question, not something Fred can close down with a simple yes/no. An example might be something like “I love how much work you put into the slide design – what was it that made you pick those colours?”.

By couching it in those terms, Fred won’t automatically hear what you said as a critisism. Critisism makes people defensive. After all, they’ve done what they thought was right, and telling people they’re wrong is a direct challenge. By asking for more information you open up a conversation about the thinking process involved (assuming their was one! 🙂 ).

The important thing is to work with Fred on the problem, so that he’s receptive to change. If you work on Fred as the problem, he’ll resist.

Pro-tip – make sure the open question you use isn’t “Why?”. That’s pretty much always taken as a challenge. Compare the question above with “Why did you pick those colours for the slides?”.

If someone said that about your slides you’d automatically assume they thought the the choice was a bad one, wouldn’t you?

Oh, and don’t try to provide feedback on more than one (or two) things at a time. Too much critisism makes people feel like they’re being battered by a heavy weight – and they’re less likely to take things on board.

… and once you’ve got Fred talking about his processes, you can follow on with a hidden suggestion. Try something like “Oh, cool. I wondered if it was something like that. Have you come across the colour advice at XYZ?”

When Fred says no, you’re in the position of doing him a favour by giving him a tool to make his next presentation even better!

What about triaging the presentation?

Errrmmm… what’s triage, Simon? Triage is the act/art of splitting things into three bits:

• this can’t be helped no matter what
• this is on the borderline and can be helped with effort
• this is okay and doesn’t need to be helped

Side note: triage is originally a medical term, looking at the order in which casualties are to be treated.

In terms of Fred From Finance’s presentation this boils down to making sure the feedback you give him is in the middle bit. Don’t pick on the colour scheme of slides if it’s so damned bad that nothing you can do will save it. Similarly don’t feedback on the volume of Fred’s voice if it was loud enough for everyone to hear. Instead, pick on something about the presentation that’s on the cusp of being good enough – something that, once you improve it – will make a clear difference to how well the presentation goes.

The idea is to pick something that even Fred can see was useful, so that the next presentation is better and which in turn means that the next round of feedback is easier to give.

In short, pick your fights!

Think carefully about which bit of the presentation it’s worth giving feedback on and don’t just list everything that was wrong!

Have you ever been brutal, Simon?

Yes. That will come as no surprise, for long-time readers. I’ve walked out on public presenters because they were getting paid – but they were so bloody bad (as presenters, I’m sure they were lovely people) that they were wasting everyone’s time. That’s rare though. Normally I just find something else to do on my iPhone.

I semi-famously told someone who became a friend of mine “That was by far, the least crap presentation of today.” (If you’re interested, they held onto that line to use at a presentation of mine recently when I came off stage!)

The point is – and this is personal, not based on research… so ignore it if you want – that by not giving people some help, you’re actually doing them a disservice, along with everyone else in the audience.

On the other hand, if you’re on the receiving end of feedback, take a long hard look at whether your presentations will benefit from following it!

Love it! This is always a tricky subject to approach in my line of work. So thanks!

Hi Laura – I can imagine how tricky it is to give feedback on headshots and images. The phrase “What were you thinking?!?!” probably wouldn’t work too well! 🙂

Fun topic for #SaySomethingNiceDay : )) I saw a presentation a while ago. I disagreed with something fundamental the person said. But I just swallowed it. Your advice has encouraged me to tackle this sort of thing in future (perhaps…)

That’s interesting Janine – when I wrote it I was thinking more of ‘bad’ presentations rather than things in what might be good presentations (or bad ones) that we disagree with. I guess the principles remain the same though!

Good approaches here, Simon. It definitely sounds right to take the conciliatory/supportive approach rather than the “37 reasons why your presentation sucked ass (and why you’re even worse than that)” approach.

I’ve never heard of #SaySomethingNiceDay – what a world.

Hi John – to be honest, I’d not heard of it either until something arrived in my in-box. Nice that we’ve got such a day, but a shame that the world needs it!

Thanks Simon. This could be applied to any feedback. Particularly like the triage idea.

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101 Positive Feedback Examples (Copy and Paste)

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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Positive feedback is essential for providing a supportive and encouraging environment – be it at school, in the workplace, or with personal relationships.

But it needs to be personalized, specific, and encouraging in order for it to have the most effect.

Below are 100 positive feedback examples that you can copy and paste – find the one that’s specific for your needs and then edit it so it’s more personalized for the person receiving the feedback.

Don’t forget to also embrace constructive feedback as well to give the person ideas about avenues for ongoing improvement.

Positive Feedback Examples

1. general praise.

• Excellent effort: It is clear to see that you put in your absolute best and this is a sign you’ll achieve great success in your life in the future.
• Writing Skills : Your writing skills are impressive. Specifically, your report started very clearly and remained readable through the body of the piece. The content was well-researched with use of authoritative sources.
• Presentation: Your presentation was engaging and informative. Well done! Thank you for the effort you put into preparing it.
• Creativity: Your creativity for this project has been outstanding. The design concept you came up with really sets our project apart.
• Customer Service: I appreciate your dedication to providing excellent customer service on behalf of the company. Our clients consistently praise your professionalism and helpfulness.
• Multitasking Skills : Your ability to manage multiple projects simultaneously while maintaining a high level of quality was impressive and makes me think you have a lot of potential in the workplace.
• Teamwork Skills: Your teamwork and collaboration skills such as your ability to find common ground have made a significant positive impact on our team’s dynamic and productivity.
• Leadership: Your leadership has been instrumental in driving the success of our project, and the team truly appreciates your guidance and support.
• Innovation: Your innovative ideas have led to significant improvements in our processes, saving both time and resources.
• Problem-Solving: Your problem-solving skills are exceptional; you always approach challenges with a positive attitude and find effective solutions.
• Public Speaking: Your public speaking skills have greatly improved; your recent presentation was engaging, well-delivered, and captured the audience’s attention.

2. Positive Feedback for Students

• Hard Work: Your hard work and dedication to your studies have led to a significant improvement in your grades. Always remember this as an exmaple of when hard work leads to self-improvement and mastery.
• Creativity: Your creativity and unique perspective on the assignment resulted in a thought-provoking and engaging project. Remember that creativity is your strength!
• Self-Confidence: You’ve shown great progress in your self-confidence, enabling you to tackle these challenges without hesitation. Keep on going, knowing you’re on the right track.
• Active Participation: Your active participation in class discussions has helped you to get really engaged in the coursework. It has also helped your classmates to see what it means to be a good learner.
• Collaboration Skills: Your ability to work well with your classmates on group projects demonstrates strong teamwork and collaboration skills. Specifically, you were very good at sharing ideas and brainstorming with your team.
• Attention to Detail: Your attention to detail and thoroughness is a strength. It ensures that you meet expectations and don’t go off track anymore.
• Time Management: You’ve shown great improvement in your time management skills. I’ve noticed you turning up to class more prepared and more ready to learn.
• Communication: Your ability to clearly articulate your thoughts and ideas in written communication is impressive. Your writing is always clear and concise.
• Seeking Feedback: Your willingness to seek help and learn from feedback demonstrates a strong commitment to personal success. Keep up that growth mindset !
• Enthusiasm: Your enthusiasm and passion for learning inspire both your classmates and your teachers.

3. Feedback Expressing Encouragement

• Keep it Up: Keep up the excellent work on the project; your dedication and focus are truly making a difference.
• Overcoming Challenges: I believe in your ability to overcome this challenge; your resilience and determination have always been inspiring.
• Making Progress: You’re making great progress in developing your skills; keep pushing yourself, and you’ll continue to achieve even greater success.
• Pushing through Setbacks: Don’t get discouraged by setbacks; you have the talent and drive to accomplish your goals.
• Keep Practicing: I can see how much effort you’ve put into improving your communication skills; continue practicing, and you’ll become even more effective.
• You’re on Track: You’re on the right track with your approach to problem-solving; keep refining your process, and you’ll achieve even better results.
• Positive Attitude: Your positive attitude and enthusiasm are contagious; continue to bring that energy to our team, and it will inspire everyone around you.
• Challenge Yourself: Keep exploring new ideas and challenging yourself; your creativity and innovation are valuable assets to our team.
• Leadership Skills : You’re showing great potential as a leader; continue to develop your leadership skills, and you’ll have a significant impact on our team’s success.
• Making Progress: Your progress in mastering new software is impressive; keep learning and growing, and you’ll become an invaluable resource for our team.

4. Feedback Expressing Recognition

• Outstanding Performance: I want to recognize your outstanding performance in meeting and exceeding our sales targets this quarter; your hard work has made a significant impact on our success.
• Invaluable contribution: Your contributions to the project have been invaluable, and I want to acknowledge your dedication to ensuring its successful completion.
• Exceptional customer service: I’d like to commend your exceptional customer service skills; we’ve received numerous positive reviews from our clients praising your responsiveness and professionalism.
• Efficiency improvement: Your ability to streamline our processes and increase efficiency has not gone unnoticed; thank you for your initiative and resourcefulness.
• Consistent attendance: I want to acknowledge your consistent punctuality and attendance; it demonstrates your commitment to our team and sets a great example for others.
• Conflict resolution: Your proactive approach in resolving conflicts within the team has been instrumental in maintaining a positive work environment; your leadership skills are truly appreciated.
• Excellent presentation: I’d like to recognize your excellent presentation skills; your recent presentation was both informative and engaging, and it clearly demonstrated your expertise in the subject matter.
• Mentorship contribution : Your mentorship of our new team members has played a crucial role in their successful onboarding and integration into the team; thank you for sharing your knowledge and experience.
• Effective multitasking: I want to acknowledge your impressive ability to multitask effectively, juggling multiple projects without compromising the quality of your work.
• Community outreach volunteering: Your volunteer efforts in organizing and participating in our company’s community outreach initiatives deserve recognition; your commitment to giving back is truly commendable.

5. Feedback Expressing Gratitude

• Timely completion: Thank you for going above and beyond to ensure the project was completed on time. I hope you’re proud of what you’ve produced!
• Colleague support: I’m grateful for your willingness to step up and help your colleagues when they needed someone to take up the slack. That sort of dedication makes a big difference in our team’s overall success.
• Team-building organizer: I appreciate your efforts in organizing the team-building event; it was a great success and helped to strengthen our team’s relationships.
• Thorough report: Thank you for your hard work in researching and preparing the report; your thoroughness made it an invaluable resource for our team.
• Commitment to team: Thank you for staying late to resolve that urgent issue; your commitment to our team is truly valued.
• Productivity improvement: I’m grateful for your initiative in developing a more efficient system for tracking our progress; it has significantly improved our productivity.
• Client-facing patience: Thank you for your patience and understanding in working with our clients, even when situations become challenging; it reflects positively on our company.
• Attention to detail: I appreciate your consistent attention to detail; it helps to ensure the quality of our work and minimizes errors.
• Valuable contribution to brainstorming: Thank you for your valuable input during our brainstorming session; your ideas and insights contributed significantly to shaping our project’s direction.
• Motivational support: I’m grateful for your support and encouragement during the difficult phase of the project; your positive attitude helped to keep the team motivated and focused.

6. Positive Feedback on Interviews

• Effective communication: You provided clear and concise responses to the interview questions, demonstrating your strong communication skills.
• Compelling presentation: Your ability to articulate your experiences and accomplishments in a compelling manner left a lasting impression on the interview panel.
• Thoughtful questioning: You asked thoughtful and relevant questions during the interview, showing your genuine interest in the position and the company.
• Professional demeanor: Your professional demeanor and positive attitude throughout the interview process made a strong impression on the hiring team.
• Problem-solving ability: You effectively showcased your problem-solving skills by providing specific examples of how you’ve tackled challenges in your previous roles.
• Company research: Your research on the company and its values demonstrates your commitment to finding a role that aligns with your interests and passions.
• Skills alignment: Your ability to connect your skills and experiences to the requirements of the position showcased your potential for success in the role.
• Interpersonal engagement: Your active listening and engagement during the interview indicated your strong interpersonal skills and ability to collaborate with others.
• Industry knowledge: You demonstrated a strong understanding of the industry and its challenges, positioning yourself as a knowledgeable candidate.
• Thoughtful follow-up: Your follow-up thank-you note after the interview was a thoughtful gesture that reinforced your interest in the position and appreciation for the opportunity.

7. Positive Feedback on Personal Growth

• Improved public speaking: I’ve noticed your increased confidence in public speaking; your practice and dedication are clearly paying off.
• Better time management: Your time management skills have improved significantly, allowing you to be more efficient and productive in your daily tasks.
• Developed leadership: I can see that you’ve made a concerted effort to develop your leadership skills, and it’s making a positive impact on our team.
• Impressive proficiency: Your growth in mastering new software and tools has been impressive, making you a valuable resource for our team.
• Clearer written communication: I’ve observed your progress in improving your written communication, and it’s made your reports much clearer and more concise.
• Enhanced analytical skills: The strides you’ve made in enhancing your analytical skills have resulted in more insightful and data-driven decision-making.
• Improved empathy: Your ability to handle difficult situations with more empathy and understanding has greatly improved, contributing to better interpersonal relationships within the team.
• Stronger client relationships: I can see your progress in building stronger client relationships, leading to increased trust and satisfaction.
• Improved problem-solving: Your commitment to personal development has led to a significant improvement in your problem-solving abilities.
• Expanded industry knowledge: You’ve made great strides in expanding your industry knowledge, making you a go-to resource for information and expertise on our team.

8. Positive Feedback on Teamwork Skills

• Effective collaborator: Your ability to collaborate effectively with others has played a crucial role in our team’s success.
• Supportive knowledge sharing: Your willingness to share your knowledge and expertise with your colleagues is truly appreciated and has fostered a supportive learning environment.
• Positive attitude and enthusiasm: Your positive attitude and enthusiasm make you a pleasure to work with, and it contributes to a great team dynamic.
• Skilled listener: You’re an excellent listener, and your ability to understand and consider the perspectives of your teammates has led to better decision-making within the team.
• Reliable team member: Your consistent reliability and dependability make you a valued team member that others can count on.
• Effective communicator: Your effective communication skills help keep the team informed and aligned on project goals and progress.
• Conflict mediator: Your ability to mediate conflicts and promote a harmonious work environment has been instrumental in maintaining strong teamwork.
• Helpful team player: You’re always willing to lend a helping hand to your colleagues, and your supportive nature makes a significant difference in our team’s success.
• Resilient under pressure: Your ability to work well under pressure and adapt to changing circumstances demonstrates great teamwork and resilience.
• Appreciative teammate: You consistently show appreciation for the efforts and contributions of your teammates, fostering a culture of recognition and gratitude within the team.

9. Positive Feedback on Initiative

• Proactive issue resolution: Your proactive approach to identifying and addressing potential issues has greatly contributed to the success of our project.
• Initiative in growth opportunities: I appreciate your initiative in seeking out new opportunities for growth and development within the team.
• Commitment to taking on challenges: Your willingness to take on additional responsibilities and challenges demonstrates your commitment and drive to succeed.
• Exceptional client service: Your ability to anticipate the needs of our clients and provide exceptional service without being prompted is truly impressive.
• Effective implementation of new tools: I commend your initiative in researching and implementing new tools and technologies that have improved our team’s efficiency.
• Industry trend awareness: Your proactive efforts to stay informed about industry trends and share that knowledge with the team have made a significant impact on our strategy and decision-making.
• Continuous learning: I appreciate your eagerness to learn and grow, continuously seeking out new resources and opportunities to expand your skills and expertise.
• Stakeholder relationship building: Your initiative in building relationships with key stakeholders has helped to strengthen our partnerships and collaboration.
• Process improvement: By identifying and addressing gaps in our processes, you’ve demonstrated a strong sense of initiative and commitment to continuous improvement.
• Feedback implementation: Your proactive approach to seeking feedback and implementing changes based on that feedback shows your dedication to personal and professional growth.

10. Positive Feedback on Leadership Skills

• Clear communication: Your ability to effectively communicate and articulate a clear vision for our team has been instrumental in our success.
• Collaborative leadership: Your leadership style encourages open dialogue and fosters a culture of trust and collaboration within the team.
• Motivational inspiration: Your ability to inspire and motivate your team members has contributed to a highly engaged and productive work environment.
• Exceptional mentorship: Your willingness to provide guidance, support, and mentorship to others demonstrates exceptional leadership qualities .
• Effective decision-making : Your ability to make tough decisions under pressure, while considering the best interests of the team and organization, is commendable.
• Fair conflict resolution: Your approach to conflict resolution is fair and balanced, promoting a harmonious and respectful team atmosphere.
• Appreciative recognition: Your consistent recognition and appreciation of team members’ efforts and contributions foster a culture of high performance and commitment.
• Effective delegation : Your ability to delegate tasks effectively and empower your team members to take ownership of their work is a key leadership strength.
• Commitment to learning: Your commitment to continuous learning and development, both for yourself and your team, sets an excellent example for others to follow.
• Emotionally intelligent leadership : Your strong emotional intelligence and ability to empathize with your team members have helped to create a supportive and inclusive work environment.

How to Give Positive Feedback

Feedback is often very hard to provide. As experts, we tend to have tacit knowledge of what looks good and what needs work, but this is very difficult to communicate in a simple and actionable way.

When giving your feedback, keep these tips in your mind, as they might help you to formulate more effective feedback:

• Be specific: Students get very frustrated when the feedback is too general and doesn’t given an exact example. So, be specific. Specificity means that you need to clearly describe what needs to be worked on and, if possible, point to the exact moment or place where the mistakes were made.
• Be genuine: Insincere feedback will be ignored. If the recipient thinks your praise is just performative, they won’t respect your opinions. In fact, sometimes the best positive feedback comes from someone who you know will give tough negative feedback if that’s what they genuinely think.
• Be timely: Timely feedback helps to reinforce an action or deter it in the future. If too much time has passed, the recipient will likely feel the feedback’s relevance has waned.
• Personalize it: Don’t make personal attacks, but rather, make it obvious that the feedback has been tailored to the person’s performance. I remember once my professor gave every student who got an A the same feedback, every student who got a B the same feedback, and so forth. Not many people in that class took the feedback seriously because they felt it didn’t directly address their paper.
• Strike a balance: The feedback shouldn’t all be overwhelmingly positive or else there’s no room for improvement. Offering constructive feedback alongside continuous and positive reinforcement can ensure the learner can identify ways to continually improve upon themselves over time.
• Encourage growth: Remind the recipient that feedback is about improvement, not tearing a person down or giving them a big ego. All feedback should be designed to elicit further improvement from the person.
• Offer examples: Often, examples of ways to improve are required in order for the recipient to truly understand what’s expected of them. Furthermore, noting specific examples of moments within their performance can help achieve more specificity in the work.
• Open a feedback loop: Ideally, the recipient of the feedback will have a chance to ask clarifying questions or explain themselves. Without dialogue, your feedback may feel unsupportive, miss the mark, or go over the recipient’s head. Conversation usually leads to better results.
• Allow a chance for improvement: Whenever possible, open the door for the recipient to demonstrate their growth in the future. This may be as simple as offering them the opportunity to come back and show you their next piece of work and tell you how they used your feedback.

By keeping these points in mind, you can provide positive feedback that is effective, meaningful, and supportive.

Strategy: The Feedback Sandwich

The feedback sandwich is an effective way to give constructive feedback that is framed positively and supportively.

This strategy is also known as the “praise-criticism-praise” or “compliment-suggestion-compliment” method.

The idea is to “sandwich” a piece of criticism or suggestion for improvement between two positive statements or compliments.

Because the feedback starts and ends positively, hopefully it will soften the impact of the criticism while also ensiring it is delivered.

This may help the recipient to know that you’re not just tearing them up – you have both positive feedback and constructive criticism to share, but your overall goal is to encourage and help them to improve.

Here’s a breakdown of the feedback sandwich method:

• Start with a positive statement: The first statement sets a positive tone by highlighting something you felt they did really well. This makes the recipient know you’re here to help and there is some value in their work.
• Offer constructive criticism: The middle feedback presents an area for improvement. Make sure that you’re specific and clear. Provide examples, if possible, and offer actionable suggestions to address this area for imprveoment for next time.
• End with another positive statement: Finish the feedback with something encouraging. Ensure it’s genuine, but also on a positive note. This helps to leave the conversation with a sense that the person receiving the feedback (and their work) has value.

One weakness of this approach is that it can come across as insincere. To address this, make sure your positive feedback is genuine and thoughtful.

Furthermore, ensure you allow for a chance to discuss and open the door for back-and-forth discussion about the person’s performance. Feedback should, ideally, be a two-way street and chance for discussion to help the person truly develop their skills.

Positive feedback is an essential part of helping students to understand the correct paths to take and when they did well so they can replicate that behavior. Praise and encouragement can help students stay engaged and develop self-confidence. Don’t forget to also provide constructive feedback that helps the learner know how to achieve self-improvement.

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 101 Hidden Talents Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 15 Green Flags in a Relationship
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 15 Signs you're Burnt Out, Not Lazy
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 15 Toxic Things Parents Say to their Children

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16 constructive feedback examples — and tips for how to use them

Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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